Finding exceptional IT talent can be a challenge for any organization. But if your company has the resources to wait a short while, the potential benefit of hiring out-of-state IT candidates may far outweigh any added burden. Also of note: the national IT unemployment rate is less than 2%. If your organization has an opportunity to land top IT candidates, regardless of location, you should absolutely take the necessary steps to land them. Here’s why:
- The current location of IT candidates is not what’s ultimately most important. What are your minimum expectations? We typically hear that qualifications around specific skills, industry, experience, stability, salary, work style and role are more critical than where they currently live.
- The local-only requirement may ultimately cost you more. How much is it costing your organization to not fill the position? According to the Wall Street Journal, on average, a company loses more than $14,000 for every job that stays vacant for three months or longer.
- Hiring expenses may not increase. You need to keep costs down, right? Many of the candidates we speak to expect to incur the costs associated with interviews and relocation. They also understand the concerns around timing, so they are often willing to work remotely or make the necessary arrangements to be onsite when you need them.
If you make the decision to consider candidates that are not local, ensure your recruiting teams are clear on your direction. In the 20 to 30 seconds many recruiters spend reviewing a resume, they most certainly are reviewing location. You don’t want good candidates to be overlooked during the initial pass.
Has your organization hired out-of-state IT candidates? What were the results? Share your experiences in the comments section below!