With the unemployment rate for tech workers at its lowest point ever, recruiting in the field continues to remain at its most competitive.
In June 2020, a lack of skilled labor led to a historically low 2.8% unemployment rate among tech jobs compared to the national average of 13.5% for all other occupations. That demand has given qualified candidates the option of relying on their own networks for employment opportunities instead of seeking outside help.
So how can you stand out as a recruiter and get top candidates to fill your position?
Here are a few areas to focus on if you’re a hiring manager or a recruiter searching for qualified candidates who will grow with your company:
- The Benefits: Candidates who have been in the industry for a few years know that it isn’t always about the money. What else does your company have to offer? Are health benefits an option? What about a flexible work schedule Now more than ever, candidates are searching for a job that checks multiple boxes. Concerns about workplace health have brought a whole host of requests, from more elbow room in the office to remote work options. Technology is also always a selling point, as technical talent usually values learning and understanding the latest trends. Find the unique assets about your company and use them to connect with candidates.
- The Mission: People are and always have been drawn to companies with a noble cause or mission. A 2018 report from the World Economic Forum found that “a sense of purpose in work is the second most important criteria for millennials considering a job, after salary.” Is your company working on treatment for the coronavirus or offering assistance to those impacted by homelessness? Make sure you identify areas where your company’s mission and values are being carried out, and then promote them.
- The Efficiency: We can’t say enough about an efficient onboarding process. In addition to saving your company time and attention, a seamless onboarding experience shows candidates they are a priority. It also helps demonstrate your company’s commitment to its values, which can be a perk that’s hard to convey otherwise. When candidates are ready to take their talents elsewhere, the last thing they want to do is wait. Making sure your process is efficient can be the deciding factor for great talent that’s ready to get started.
No matter what position you are looking to fill, it’s imperative that you approach candidates with more than a job description. When you’re working to recruit top talent to your company, approach it like you’re selling a complete package. From the mission to the health perks, there are a number of selling points that can help you drawn in the ideal candidates.