6 Recruiting Tips to Attract Top Technology Talent
When you are looking for new people to join your technology team, you want the very best programmers and engineers that are available. So, why settle for anything less? Not only do you want to get the best and the brightest in the door, but you also need to keep these people happy. Retention of the top talent is even more important.
Attracting the best talent and keeping them engaged and happy in their work takes a lot of effort. We’ve put together some great tip to help you get and keep the people that you need to make sure that you stay ahead of the competition.
1. Engagement is key
When it comes to the happiness of any employee, you need to make sure that they feel involved and that their contribution matters. For this to be effective it needs to be apparent from as early as the interview stage. The top talent that you’re looking for will be very discerning when it comes to who they work for, so you need to let them know early on how much effort you put into keeping them engaged with the business.
2. Set goals and rewards
We’re not talking about commission or gift cards, although those are effective too. By this, we mean that when an employee does some excellent work on a project or overachieves in an area it needs to be acknowledged. Also, the targets that they are expected to reach are clearly outlined from the start.
A change in the expectations or the overall brief halfway through a project can cause a great deal of stress and frustration. If this happens repeatedly the chances are that the employee will start to look elsewhere.
3. People leave managers, not companies
This might be a cliche, but it is also accurate. Good managers will be able to retain staff for far longer than a manager that is not respected. It is vital that good two-way communication exists between each and every employee and manager so that everyone can have their voice heard.
4. Trust is important
Creating a culture of trust in the workplace can be essential to keeping the best people. This may take some time, and you need some good people in the first place to foster this. When the word gets out that your company trusts and encourages their employees to get the job done, you will start to get some top-level people searching you out. This is PR that you can’t buy.
5. Hire for culture fit as well as skills
You should be looking for employees that have the skills and experience to do the job well, which can be aided by implementing The Predictive Index test. You should also be looking at their attitude and how they will fit within the framework of your company. The most talented people, when placed in a work environment that doesn’t suit them can become unmotivated and toxic to the overall atmosphere of the office.
By having and maintaining a good working culture, you will be able to continue to spread the word about how working at your company is rewarding and enjoyable. This will continue to keep you top of mind when your target employees are on the job hunt.
6. Get feedback from your employees
You can do this a number of ways. You can ask your team members for feedback individually at performance reviews, or you could conduct anonymous employee engagement surveys. It is ideal that you do both as you will be able to see if any of your employees are individually having problems and also be able to get some really honest answers from your team.
