What differentiators attract top IT candidates to your company, overcoming the stiff competition in today’s talent marketplace?
Salaries and perks are important – but it’s about more than just that. The number-one reason cited by respondents to a recent LinkedIn survey was the opportunity for career advancement. Today’s tech candidates also seek a healthy company culture that supports their health, well-being, and work-life balance.
Candidates tend to decline offers if these requirements aren’t met – turned away by a lack of support or transparency, rigid work policies, limited growth opportunities, or mismatched values. All these are in addition to the access to the latest IT tools and innovations that every tech professional expects.
IT Talent Differentiators
Here’s a closer look at some of those factors that keep top tech employees engaged and committed to your company:
Career Development
Learning, development, and clear career path opportunities are essential for attracting and retaining IT talent. Specific growth plans should be implemented and communicated to each individual team member – with regular, two-way communication ongoing. Transparent feedback demonstrates your concern for employees and their future, and also equips them to take on progressively responsible roles within your organization.
• Invest in robust training and development programs to help your tech employees acquire new skills, stay current, and advance their careers in their desired directions.
• Provide mentorship and coaching opportunities to further foster career growth. Along with valuable knowledge transfer, these programs provide emotional support and help build strong interpersonal relationships. This deepens employee loyalty and sense of ownership, thus reducing the likelihood of people seeking employment elsewhere.
Flexibility and Support
Research also has shown that a majority of workers would decline a job if they felt it would negatively impact their work/life balance. Promote this balance by offering flexible work arrangements such as remote and hybrid schedules. Respect employees’ personal time with a generous PTO policy. The bottom line: Allow people to work where and when it is most productive for them, as long as deadlines are met and key performance indicators are achieved.
• Prioritize employee well-being by offering mental health support and wellness programs.
• Create a work environment where people feel safe, valued, and respected. Everyone should feel as though they can speak up and take risks without fear of retribution or negative pushback.
Competitive Pay and Benefits
Total compensation continues to play a significant role in candidates’ decisions about where to continue their careers.
• Research industry and geographic pay standards for various tech roles, in order to ensure competitive salaries and benefits.
• Implement bonus programs, stock options, product discounts, and other options to motivate and reward top performers.
Target Your IT Recruitment Strategy
As you build your wining tech team, work with a staffing agency that knows and clearly understands your business, your industry, and your local and regional market. In the Central Valley, make PrideStaff Fresno that key business partner. We specialize in matching top IT talent with leading employers to fit their unique needs, offering temporary/contract, temp-to-hire, and direct hire placements. Contact us today to learn more.
