With technology ever-changing, it’s key to have the best tech talent at your company so you can evolve with the times. But how can your business attract this talent? We asked some forward-thinking business leaders for their top tips…
For many companies, attracting the best talent is a challenge – especially in the ultra-competitive tech sector. In a marketplace full of opportunity, companies need to strive ever harder to make themselves stand out from the crowd.
While this may sound daunting, some simple evolutions in your recruitment process can go a long way. To help you out, we’ve asked some top industry experts for their insights.
1. Build your brand
Your company’s recruitment procedure shouldn’t just start the moment a job description is written – it should be a constant, ongoing process targeted at the talent you want to attract. Spending time, money and effort in building up your company’s image as a good employer can pay dividends when it comes to making candidates want to work for you.
Despite what some people may believe, having strong brand recognition isn’t the same as having a good employer brand, notes Lita Rosalia, a recruiter for Tokopedia, an online marketplace that allows individuals and business owners in Indonesia to sell their goods for free. “We make use of a mix of digital and traditional methods to market our employer brand to people – we have a careers website, we use social media, we go to events and university job fairs, organise our own recruitment roadshows and more. Through these efforts, we have seen our pipeline of tech talent grow steadily.”
2. Get creative with your search
There are plenty of well-trodden paths in terms of finding new talent – from university job fairs to searching on LinkedIn – but in a talent- short marketplace, it’s important to diversify the way you look for potential candidates. For some companies that could mean searching abroad, while for others it might be sourcing tech talent with transferable skills from other industries.
As Wareerat Toni Kitchaixankul, a talent acquisition specialist at internet services provider, Tencent Thailand explains, introducing comprehensive development programmes can help companies successfully bridge this skills gap. “Many of our executives studied and worked in engineering but are now in different functions, such as tech,” she says. “In Thailand, we offer comprehensive management and professional development pathways, and work closely with industry bodies and other organisations to provide opportunities for our staff to grow both vertically and horizontally.”
Wareerat adds, “These programmes have had a notably positive impact on our recruitment and retention efforts, and we now rank in Thailand’s top five tech workplaces.”
3. Invest in tech & teaching
It might sound obvious, but if you’re trying to attract the best tech talent on the market, you need to make sure your company uses the tools they want to work with. Most tech workers will want to use the same level of technology in the workplace as in their everyday lives, so if your office is running on out-of-date software or using old equipment you could be putting off the talent you need.
Similarly, providing ample learning opportunities for tech professionals is critical to retaining the very best talent. Cindy Sutjiadi, talent acquisition manager for OVO, a leading Indonesian payments, rewards and financial services platform, recommends that companies encourage staff to be active in the tech community, “OVO regularly sends its employees to events as speakers. We’ve found this to be really effective - our employees appreciate the opportunity to be recognised and discuss topics that they're passionate about, and, in the process, they improve critical soft skills such as networking and communication. Additionally, it’s good branding for both the employee and the company - it’s very much win-win all around.”
4. Level-up your recruitment process
For top tech professionals, the opportunities are aplenty, so having an efficient and stress-free recruitment process is critical to snapping up top talent before they accept an offer elsewhere.
The most sought-after tech professionals aren’t available for long, so it’s essential you have a recruitment process that works as fast as possible, suggests Omesh Matani, talent acquisition manager at HelloGold, a gold-based savings platform. “We previously had to issue tests, wait for candidates to respond, and get them vetted – it was quite inefficient. We decided to implement a Saturday assessment centre, inviting potential candidates to all take the coding test at the same time. Streamlining just this part of our process has sped up our recruitment significantly.”
5. Look for the right attitude
It’s good to have an idea of what your ideal candidate looks like, but be aware that this person may not exist and, even if they do, they might not be right for the role. Past experience doesn’t necessarily equate to future success, and with technology moving forward rapidly, you may be better placed to hire someone who demonstrates potential as well as an enthusiasm to develop their skills and evolve within your company.
Wareerat notes that Tencent Thailand helps employees grow and develop their skills within the company from their very first day. As she explains: “The focus is on how both Tencent Thailand and our employees can grow together. Based on the outcome of these conversations, we then formulate and execute work-based development plans to enable people to grow personally and professionally in line with their aspirations.”
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