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When your company is seeking new talent, you want top candidates to join your team. However, more often than not, the top talent you are seeking will be currently tied to another company. Getting these types of candidates to your company is not a simple task; it will take time, persuasion and an impressive offer package to lure a content employee to your opportunity. These passive candidates often bring such impressive skills that they are worth every extra bit of effort.
How do you catch their attention and draw them in?
The demand for technical hiring is growing continually to cover new projects and initiatives that companies are seeking to complete in the upcoming year. With so many companies looking to grow their technical talent, it is up to each company to explore new methods of sourcing and hiring top talent. What can your company do in order to attain top talent who will deliver value to your company? Implement these four strategies for hiring top technical talent: global outreach, skills focus, a quick hiring process and providing company culture insight.
The ability of a candidate to get the job done well will not be relevant if they do not fit in with the culture of the company. The culture of a company is an essential factor holding an organization together. It is not only important that each member of a team has the skill-set to complete their individual job, but it is also equally important that the entire team works together seamlessly. Company turnover due to a poor cultural fit can cost the company between 50-60 percent of the position’s annual salary.
The 2017 technology hiring trends are accelerating, creating both opportunities and challenges for organizations searching for tech talent. There are many factors behind the trend. Corporate executives are anticipating deregulation and lower taxes, which is freeing up both operating budgets and capital expenditure budgets. Company information technology budgets across a wide spectrum of industries are supporting higher spending to drive organizational technical excellence forward to support revenue increases.
Just as the professional world was beginning to understand and adjust to the millennial generation, a new generation is surfacing and warranting attention: Generation Z. Similar to each generation prior, Generation Z sees the world differently and have different priorities, including how they work best. This generation consists of individuals born between 1994-2010.
What’s scarier than missing your project deadline? Not having the properly skilled people to perform project tasks with quality. The biggest challenge in the world of technology is scarcity and the competition to hire and retain top talent. The fight for talent has not been a single battle, but a long, drawn-out war.
The race for technical talent is not only a sprint for top talent, but also a marathon in terms of the length of the need. As the technology needs of companies continue to expand and as companies work to connect technology with every business function, the technical talent will continue to grow and need to adjust.
On the popular television show, Undercover Boss, corporate CEOs seek information from their employees without the guise of speaking to the executive. These executives want to learn how to improve their companies for the future. What if you knew how to achieve this goal without the disguise?