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We Look Great on Paper…So Why Are We Losing Talent to the Competition?!

Industry experts agree, we are in a full-blown tech talent war. The most recent data from the Bureau of Labor Statistics marks the national unemployment rate at 7.7% — the IT unemployment rate is a mere 2.2%. Competition for talent is stiff, and finding the right talent for your organization is critical to reaching your goals.

Are you finding and hiring top-tier talent? 

If you were an IT candidate, how would you choose between multiple job offers? What would be the deciding factors? Salary? Benefits? Flexibility?

The truth is, a lot of companies offer a great environment and a solid team with whom to work. A positive company culture is no longer considered a benefit; it’s an expectation for any leading organization. Candidly, you might not be the first choice for some prospective hires. But you should be. And you can be, without a major overhaul or investment. These three (3) tips can help you win the talent war and keep the best talent from your competition:

1. Move faster. The hiring process takes time. Sometimes an awful lot of it; but, spending too much time debating less important bullet points on a resume can mean missed opportunity with talent. Taking too much time when it comes to making an offer can result in losing a candidate. Rather than create serious delays during the process, avoid them completely by clearly defining expectations, goals and key traits in prospective talent. Make sure that every person involved in the hiring process is available when you need them, then move swiftly and thoroughly to find the right talent for your organization.

As an example, at Thompson, we successfully identified a .NET developer for a client. This person was the perfect cultural and skills fit. However, because the client hadn’t streamlined its hiring process, the candidate had accepted another position before the client made an offer. Unfortunately, this is happening all too often. Our takeaway from this experience: Once you’ve identified talent that is poised to make an impact on your company, make an offer.

2. Be flexible.  The key to landing top IT talent in the thick of a talent war lies in flexibility. Some of our clients have unstructured hours to allow for employee creativity when ideas strike. Several companies included in the 2012 Top 20 Companies to Work For by Fortune Magazine offer employees time to work on “pet” projects of interest to them, further breaking what can be a monotonous workweek. There are many other opportunities for flexibility. For example, BYOD (bring your own device) offers a new flexibility for employees to take their work home with them, but we understand this could create other obstacles. Offering your employees the flexibility of using their own devices shows trust and a commitment to creating a supportive, flexible work environment. These tips can help you implement BYOD successfully in your organization.

Flexible work arrangements offer an additional incentive for employees seeking a new employer. With the prevalence of at-home networking and powerful personal devices, many tasks can be completed remotely. If your structure and operations permit, offering flexible work arrangements can create additional interest from candidates.

3. Look in unexpected places. Social media has quickly become a powerful recruiting tool requiring companies to expand their view on recruiting. Stay active on social media (be consistent and adhere to social media recruiting best practices), use a blend of traditional recruiting methods — and then get creative. Often times we advise candidates to network, but today it’s important for employers to do this as well. Visit networking events, reach out to local professional organizations — get out there and be visible in communities where top talent is active.

Give us a call at 770-794-8380 or send us a message at info@thompsontechnologies.com if you would like to further discuss ways that your company can stand apart in the competition for talent.

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