The tech talent war is no joke.
An alarming 65% of chief information officers say that a lack of technical skills is currently holding their organizations back — the highest level recorded in ten years. And unfortunately, recruitment and retention are about to get even more challenging. The Bureau of Labor Statistics expects tech jobs to continue growing at 13% by 2026, faster than the average for all other occupations.
Until skills catch up to demand, the competition for top tech talent will remain relatively fierce. To stay ahead, you need a surefire strategy for enticing qualified candidates. And you need to start it right NOW.
Problem is, so does every other tech organization in the world. Chief information officers everywhere are working to come up with new and creative methods for tapping into the tech talent pool.
Well, what if we were to tell you there’s a proven recruitment tactic that many of your competitors are likely overlooking? One that works particularly well for attracting highly skilled engineers and developers?
If you’re struggling in this area, it’s time to turn to an employee engagement strategy.
Measuring engagement may not be the first strategy recruiters and hiring managers think of, but it’s definitely one of the most effective. In many instances, creating a strong culture of engagement can be the very differentiator that makes a company irresistible.
For example, a strong employee engagement program will allow you to:
1. Develop a culture you can show off.
It goes without saying that competitive salaries and benefits are essential. But numerous surveys show that these are not the biggest draws or even the most important considerations for qualified job candidates. These days, culture matters a lot more than compensation.
For example, consider the recent research revealing that tech pros value working from home more than they do salaries: More than half would take pay cuts of up to 20% in exchange for greater flexibility. When interviewing these candidates, the organization that can show off its success with distributed teams will certainly have the upper hand.
From increasing opportunities for professional development to allowing more autonomy in choosing projects, there are many ways your company can develop a standout culture. The key is to first figure out exactly what your existing employees need to be productive and engaged, and then apply those findings to your recruitment process.
2. Identify what matters most to different candidates.
Various surveys and studies have found that what matters most to job candidates can vary significantly based on job type, industry, experience level, age, and many other factors.
With recent advancements in engagement measurement, you can uncover what drives engagement at your unique organization, and relate that to what influences a person’s desire to work for your company. Then, when recruiting, you’ll know precisely which factors to focus on when showcasing how being a part of your team helps people find passion and purpose at work.
3. Recruit through advocacy.
Most importantly, by using feedback to continually improve the experience for valuable employees, you’ll naturally begin to build advocates through engagement. Engaged employees are highly likely to convince their colleagues that your company is a great place to be — simply because they’re excited to be there themselves.
Whether you’re in desperate need of a new recruitment strategy or are looking for ways to get an even bigger edge on the competition, focusing internally on engagement can have huge payoffs. Our eBook, The Ultimate Guide to Employee Engagement Measurement, provides step-by-step examples and inspiration.