The daffodils and snowdrops are out, there’s actual warmth in the sun coming through my window, and today I’ve just seen a man in flip flops and shorts in our local Co-op (socially distancing of course). Spring is springing everywhere!
As you consider a Spring clean for your home or office, maybe, this year, consider one for your IT Project recruitment strategy too!
Hiring great IT talent is becoming more of an art form and it’s taking longer. According to iCIMS’(admittedly American) research, days-to-hire for software application developers, identified as the most sought-after IT position, increased from 66 days in 2016 to 81 days last year. The same research suggests that employers hired only 60% of their required tech talent in the U.S. over the last three years.
Perhaps you are placing too much emphasis on tech qualifications? Maybe you are looking in the wrong places? Perhaps you are putting the wrong recruitment collateral ‘out there’? Maybe you need to make your benefits package more competitive?
The thing is, the IT talent market is buoyant, but it is candidate driven, your strategy must measure up.
5 Tips To Spring Clean Your Recruitment Strategy
1 – Vacuum Up Old Biases
That iCIMS research makes interesting reading, and again I’ll emphasize that this is data from the States, but, check this out - as a percentage of total hires, fewer women were hired than applied.
In numbers - 27% of tech applicants were women. When you look at successful candidates, women make up just 24% of those eventually hired (and this has been a consistent gap for the last three years).
Spring Clean 1 – clear out unconscious biases that could be holding back the effectiveness of your recruitment drives.
2 – Declutter Expectations - Degree Qualifications Are No Guarantee Of Greatness.
Candidates with a less traditional educational background are becoming more sought after, in a study, 70% of recruiters believe work experience on a CV is more important than, for instance, a degree.
There was an advert for an IT Project gig last year that insisted that the ideal candidate needed a degree in technology. What?! Talk about narrowing your market!! The position wasn’t filled by the way and when it was re-advertised this limitation had been removed.
Aptitude, attitude, drive, specific qualifications like PRINCE2, track record of successful IT Projects, soft skills like communication, these are all things to take into account
Spring Clean 2 – Declutter your list of expectations so things like a candidate’s track record, industry specific qualifications, and soft skills aren’t lost!
3 – Buff Up Your Benefits.
In today’s candidate driven IT talent market, many hirers are enjoying greater recruitment success with subtle but effective changes to their benefits packages.
A 2018 survey suggested that 8 out of 10 employees would choose a lower paid job with good health benefits and work perks over a job with no additional benefits. I’d steer clear of the Silicon Valley clichés of football tables and free beer Fridays, but from extra training to development opportunities, there are a range of incentives that could make you stand out in a crowded market place.
Spring Clean 3 – Polish up your benefits package so that it’s shiny and catches attention!
4 – Blow The Dust Off Your Contacts - Keep In Touch
According to that iCIMS survey, it takes 50% longer to fill a tech role than any other.
Maintaining a relationship with previously interviewed candidates can massively reduce the time it takes to fill a vacancy.
Access Talent does this, it gives us a head start on our competitors and saves clients valuable time and money.
Stay engaged with great talent, get them into your social media funnel, share your latest news, industry views and insights, and recommend jobs based on their specific skills, experiences and interests.
When you stay in touch with candidates who didn’t get a gig in the past, you can fit them up, and encourage them to apply, for vacancies in the future for which they may be more suited.
Spring Clean 4 – Never let the dust settle on your contacts book.
5 – When Spring Cleaning Anything - Many Hands Make Light Work
Engaging a specialist IT Recruitment partner adds reach and speed to your hiring process, call us on 01623 888466 to find out more.
Further to this, your inhouse network of employees can share job descriptions and extend your reach to potential IT Project talent. Employee referral programmes can be a potent tool too, sharing your idea of the perfect candidate with your team and asking if anyone springs to mind can work really well. Make it WIN/WIN with incentives like a £50 Love To Shop voucher or a day off for the employee who recommends a candidate that you hire.
There are few greater testaments to a company’s culture than its current employees recommending it to a friend and personal recommendations score high when it comes to a candidate taking action on a recommendation. If your Business Analyst knows a great Project Manager, you have a head start on your competitors in the race to hire them!
Almost half of active candidates (47%) said that company culture is the reason for looking for a new role – if you have a great company culture, and your specialist recruitment partner and/or staff are shouting about it – I wouldn’t bet against you.
So, there you have it. Spring cleaning your IT Project recruitment and resourcing strategies wasn’t that difficult, was it?
If you need help, I’m ready with my metaphorical marigolds and mop. Give me a call on 01623 888466 or email via accesstalent.co.uk. Happy Spring!
3 Innovate Mews, Lake View Drive, Sherwood Park, Nottingham, NG15 0EA
Phone: 01623 888466