7 Ways To Attract Top Tech Talent

Welcome back to Talent Tracker - Cyber Security!

This week, we delve into actionable strategies to attract and retain the best tech professionals.

Finding tech talent can be challenging, especially if you're aiming to hire top professionals. Many business owners, frustrated by the difficulty, end up hiring the first candidate they find ok, knowing they are not a great fit.

Smaller companies often struggle to compete with large tech firms that offer unmatched salaries and benefits. Large companies often struggle to provide talent with purpose and influence.

Is There a Solution?

Yes, but it requires a proactive, bottom-up approach to improve your hiring practices and company culture to attract top tech talent.

Here are some strategies you can try:

1. Build a Strong Employer Brand

Top tech employees often value more than just money. They seek association with a positive brand. Cultivate a positive reputation and ensure that word-of-mouth and online information reflect this. Employee reviews on sites like Glassdoor can help guide you in the right direction.

Nurture your top talent by creating a company they can be proud of. This could include supporting charities they care about, promoting work-life balance, or adopting eco-friendly practices. Align your brand with issues that matter to your employees to better attract top tech talent.

2. Improve Your Company Culture

Create a comfortable workplace environment where staff can grow and prosper. Tech talent is ambitious and aware of their worth. By updating your hiring strategy, you can attract and engage talent with thoughtful, cost-effective benefits like language lessons, yoga, or other enjoyable activities.

Offer continuous training and development opportunities. By leveraging innovative technology and modernizing your operations, you can create an environment that attracts top tech talent.

3. Promote from Within

Hiring new staff can be costly and lead to a drop in productivity until the new employee is up to speed, which can take months. Promoting from within can be more cost-effective, especially when money is tight. Look for current employees who need minimal training to succeed in a new role, which can be especially effective for filling roles in the competitive tech sector.

4. Offer Competitive Salaries

Match the competitive salary ranges in the current market. While the above strategies help, they won't be effective if you're lowballing top talent. Tech professionals with in-demand skills know their value and can easily find another company willing to pay for their expertise. Research the market before starting the interview process to set realistic salaries.

5. Allow Flexible Work

Many modern workers prefer a flexible approach to their daily activities. Be open to offering remote work options. While not suitable for everyone, remote work can improve productivity and work-life balance for some. The pandemic has shown that working from home is viable and should be an option for employees who prefer it.

6. Streamline Your Hiring Process

Consider whether your hiring process is the problem. If you have unnecessary steps, a qualified candidate may accept another offer before you finalize your decision. Reduce red tape by allowing executives familiar with the technology and roles to make decisions. This can shorten the time between interviews and offers, helping you secure interested candidates quickly.

7. Use a Tech Staffing Agency

Highly skilled candidates can choose where they work, making them difficult to recruit. Hiring managers and HR departments may not have the time or resources to attract top talent. Moreover, the best candidates are often passive and not actively seeking new jobs.

A tech staffing agency with a deep talent pool and exclusive networks can connect you with candidates open to changing jobs for the right opportunity.

Don't Settle for Less

Attracting and retaining tech talent is challenging but achievable with the right approach. Make company-wide changes to create an attractive environment for highly skilled candidates. Offer unique benefits and project a willingness to evolve with the times.

If you still struggle to fill tech roles, consider outsourcing to professionals. This allows you to focus on your business without worrying about the complexities of the hiring process, ensuring you don't have to settle for low-quality hires.

If you require any support hiring tech talent into your teams, please do reach out to us at LHW Partners or email [email protected]

Lauren Watkins

LHW Partners

Issue #04

Thank you for reading the second issue of Talent Tracker - Cyber Security. If you have any topics you'd like us to cover or questions to address, feel free to reach out. Until next week, stay secure!