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The War for IT Talent: How Can You Win?

The War for IT Talent: How Can You Win?

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The War for IT Talent: How Can You Win?
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The War for IT Talent: How Can You Win?

In today’s service economy, a company’s workforce is its most valuable asset (who would disagree with that?). Now more than ever, it is a company's workforce that ensures the success of the organisation. In today's competitive IT market – a positive candidate experience is of utmost importance. When we can, we should try to prioritise our potential future talent, and always have the aim of providing a positive candidate experience at the forefront of our minds. We cannot afford the opposite. If you want extraordinary people – provide extraordinary care.

We can all be guilty sometimes of getting so caught up in our own worlds inside a given organisation, that we tend to forget about the competitive and buyout market beyond; a highly competitive, fast moving, candidate's market that is only becoming more saturated.

Believe me - there is a waging war for IT talent, and if an organisation doesn’t move quickly enough or provide the best candidate experience, there are other companies that will, AKA your competitors.

Technology is paving the future of business - so how can you make sure that what you’re doing is drawing in the right IT candidates? The ones who will enhance your processes and drive your business forward? The right candidates are out there, capture them by ensuring that your resourcing strategy is relevant and engaging by implementing the following guidelines:

  • Put yourself in the candidate's shoes

    Look at a given situation from their perspective. Remember: there is a world outside your organisation which they have access to.
  • Provide prompt and constructive feedback

    The market is moving faster than many of us are capable of keeping up with, sometimes for reasons beyond our control. I have the same recurring conversations with disheartened candidates – shockingly many do not receive timely constructive feedback, or any feedback at all, even after interviewing.

    Ensure you provide detailed constructive feedback in order to provide exceptional candidate experience. This will make you stand out from the crowd (which is a sad reflection of the current recruitment climate). 
  • Move as fast as you possibly can

    Don’t take days to come back with an interview request or feedback. Do not put recruitment on the back burner. Move fast to ensure you secure candidate's commitment. Hot talent is in demand, and those who move quickly reap the rewards.
  • Salary is important

    Determine their salary or rate expectations upfront, do the research on market rates, and offer a fair salary or rate.
  • Attitude or aptitude?

    What is more important in the role you’re hiring for? Our main aim in hiring should always be to attract the best talent that will drive business forward. In some cases, "the best talent" refers to the person that matches a job spec the best (project and role dependent) - but sometimes it is attitude that wins over aptitude.

    If applicable, “Hire for passion first, experience second and credentials third” (Paul Alofs)
  • Think long term

    Even if this person is not suitable for your business now – they may be down the line. They may even be a future business partner.

    Which leads me to my final and most important point….

  • Treat candidates like the assets that they are

    At the end of the day, the talent that we hire is going to contribute to the success of the organisation – or at least that is the goal! As such they should be treated as valuable assets.

    If they do not receive impeccable candidate experience, and they have the skills that your organisation needs - remember that they most likely have the skills that your competition needs too (either now or in the future!)

Sound like a lengthy process? It doesn't need to be.

Ergo partners with companies to source IT talent for them, to go through the above steps and place technical personnel right in to the heart of your business, so you know you have the right people in your organisation to accelerate total business transformation. We take the time to understand you, the industry in which you operate, and the candidate. This paves the way for us to make the right fit that will not only benefit you, but the candidate as well. We do not place people in a job for the sake of it, and do not believe that business advantage derives from an ill-fitted workforce.

As I said previously, there is undoubtedly a war for IT candidates in today's current market. The market is small and bad experiences stick like glue - a glue that doesn’t wash away easily! If you are looking for top talent to ensure you succeed in your organisation’s goals, you need to move quickly and understand what is required. Extraordinary people require an extraordinary hiring experience. Entrust this to a partner who can provide both, while you focus on your main goal – driving your business forward.  

To find out how Ergo can help both companies and job seekers gain success, visit our Managed People service offerings here.

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