Five ways to find the tech talent you need!

A few big names dominate the tech industry: Microsoft, Google, Apple, Samsung. When you widen the field to organisations making big digital changes, you might think about the NHS or online media. These are the organisations hot new tech talent is looking to work for. But what if your organisation needs these kinds of skills, but is unlikely to be at the top of their list of must-work-for?

Tech skills are thin on the ground, which means those who’ve got them can afford to be picky. And if you’re passionately nerdy about algorithms, coding and the future of AI, you want to work for a company that’s aligned to your passions. That’s likely to mean one of the big players I mentioned above. They’re very likely to skip over those stalwart employers, that have been around forever and never seem to change. I’m talking about the ones your mum shops at, where you pop in to buy a pair of socks or a last-minute pint of milk. Not the one whose logo you see whenever you check your texts.

But tech is no longer just an industry: it’s a force of nature. It doesn’t just exist in one sphere of our lives – the prediction, made by one-time computing pioneer Ken Olsen in 1977, that ‘There is no reason anyone would want a computer in their home’ has been proven utterly false. Everyone uses technology constantly, from the Smart Meter on your boiler to your GPS-based dating app. It’s permeated every part of our lives, which means that every business and organisation has to make it work for them too.

And that means getting in those tech-skilled people, to make that transformation happen. Being a stalwart no longer offers the security you might expect – proved in the past year by Debenhams and House of Fraser. In previous years, Netflix crushed Blockbusters, and the growth of email and courier services put a dent in Royal Mail. Ironically, the companies with the poorest reputation for being tech enabled need help the most – and may find it hardest to source the talent they need. (Even milkmen now have an app.)

No fear – if you feel your organisation is struggling to bring in the freshest talent that’ll move you toward a digitalised future, here are some ideas to broaden your appeal.

1. Change the way you’re looking. When it comes to understanding the most current trends and possessing the know-how to develop software, having hands on experience means more than a fancy computing degree that might be years out of date. Many firms are now seeking out talent before they even graduate, proving that the degree itself doesn’t matter as much as the willingness to learn in the first place. Look into social media-based job postings and accept that the markers of ability might have changed.
2. Develop your own internal talent. When the market is short of what you need, the smart thing is to grow your own. For all you know, your next great innovator could already be on your payroll, waiting to be discovered (and quickly promoted)! In addition to better training and developing your in-house staff, our Novus programme is an ideal way of bringing in better talent. We recruit and train IT graduates, and deploy them to our candidates’ offices across the country. With the option to hire them at the end of their two-year contract with us, or simply bring them into your business for a limited period, they can serve as long term investment or a speedy injection of innovative ideas.
3. Invest in employer branding. Any idea the public generally have about you is bound to transfer to potential new employees, so differentiated advertising is hugely important. Employer branding experts like Capita’s agency ThirtyThree can play a major part in changing candidates’ views of working for you before they even see a job ad, and helping you reach out.
4. Digitalise your process. A slow, inefficient and old-fashioned method is the quickest turnoff to tech talent – why should they believe you’re going to offer them cutting edge opportunities if even sending in their CV is a pain in the backside? Making your posting mobile-friendly, and focussing on creating an easy, seamless and candidate-centric process is essential for techy roles. Software additions like Capita Onboard, developed in partnership with Security Watchdog, carry through the process right through from your new hire signing on the dotted line to sitting down at their desk.
5. Make an advantage of it. If you feel like you’re lagging behind the curve, that can present candidates with a real opportunity to make a difference. Being part of your transformation offers candidates a place to grow their skills, so flag it in job descriptions. Take pride in what your current situation can offer a new employee, and the potential for new recruits to play a major part in your transformation.

Upping your attraction and recruitment game could make all the difference to the future success of your business, especially when it comes to getting hold of the talent that will help you drive innovation. If you’re interested in discussing how you can revolutionise your talent-sourcing strategy, please get in touch on 07704 295620 or [email protected].