Hiring is a two-way street - you're looking for talent, but your talent pool is also going to be looking at a plethora of nice, snazzy options for their next place of employment. Sure, they have plenty of resumes to hand around, but what's going to make them want your company above all others? And what's going to make your current employees recommend their workplace to their network?
Assuming you're running with a fabulous company where many a talented tech employee would be happy to work, here are some simple but important things to do to set yourself apart from the pack. It doesn't take a super complicated marketing strategy to show off your company, your culture, and the cool things your candidates can work on while there. Meanwhile, a few minutes of scanning who your candidates are can help you hand out invitations and messages to them that have them feeling at home before you've even spoken in person.
1. Don't skimp on the details
Remember, on 100offer, you're applying to the candidates, so it's important to look good in relation to the other companies looking for talent.
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Have you ever gotten a Facebook friend request or stumbled upon a Tinder profile without a profile picture and very little informative text? If you're well-versed in the internet, your alarm bells are going to be ringing. Keep your company information page up to date, relevant, and fully filled out.
Use all the tools at your disposal! Add pictures to assure out-of-town candidates that you're real and to help more visual learners better imagine themselves in the space - the more, the better. Remember, you're making your first impression here, so make it a great one that shows off all the reasons to love where you work.
2. How's the job?
Definitely make sure all of this information is up-to-date - your candidates might also look you up elsewhere.
The first criteria covers providing enough information about your company so candidates get a good idea of what it's like to work there. Maybe they can visualise themselves working for your business. Now, you need to help them visualise themselves working there.
The category “tech talent" covers a wide range of skillsets and roles, so it's best to inform your potential new hires on their future potential roles. What kinds of skillsets are required? What kind of experience are you looking for? Include programming languages and any other information that can help candidates determine if they're a good fit for a role.
Also, cover the basics and don't be afraid to make it sound a little fun! Using words like “architect" in a job description can make the difference between a potential hire seeing themselves as a code monkey and seeing themselves as part of a greater, creative whole.
3. Where are you going?
Show off your office in creative ways, and make sure all of your information is correct and attractive.
Tech moves fast, and there's no way to predict the future of a company for certain, but candidates tend to want to join businesses that aren't hanging on by a thread. Give candidates reasons why becoming a member of your team is a step in the right direction for their futures. What will make them want to invest time in the company and its products?
Share information on the company's future as much as you can. Is it funded? Has it been funded a lot? How long has it been around? Does it have an exciting market? What's its business plan, and has it gotten good media coverage lately? What products are you working on that would make a tech employee - developer, data scientist, or designer - excited about getting up and coming to work every day? If you've won awards for performance, products, or employee happiness, definitely mention them here.
You can also talk a little about your company culture here, if you haven't already. What kinds of rewards are offered to employees? To high performers? Basically, here, you're going to make a case as to why a candidate investing their skills into your company is a smart investment on their part. How will you return on that investment - physically, mentally, and emotionally (people want to be happy when they go to work!).
4. Get personal
There's a reason why so many marketing techniques these days involve gathering data on who people are and what they like.
We're bombarded by ads, sponsored content, and unsolicited advice every day. Add a little something to make a candidate feel personal. Adding a first name to an interview or message can make a world of difference. Even better? Work a detail or two about the candidate's profile into the body of your message - a facet of their skillset or a company where they've worked that you found interesting. A small detail like that can make the difference between someone responding to you immediately or letting apathy take over.
5. Advertise advancement opportunities
Talent - especially young talent - is looking for a place that offers opportunities for growth. If you offer mentorship programs - officially or unofficially - or other types of promotion opportunities, be sure to talk about them. Make your goals your candidates' goals. You know that growing your talent helps your company in the long run, so make sure that candidates can also see themselves cultivating their skills in their workplace so that they can advance their careers personally.
Are you ready to hit the ground running with your talent search? 100offer presents you with curated tech candiates that can easily fill your next role as a star engineer, developer, or more. Companies like Go-Jek and Garena use our marketplace to hire, so sign up today to take advantage of our talent pool.