Tasked with IT recruitment? If so, do you know how to increase your chances of attracting great candidates whilst promoting the benefits of working for your company?
With the demand for the IT candidates increasing, ensuring your IT recruitment campaign gets off to the best start possible is crucial. But as a hiring manager, do you know what catches the eye of an IT jobseeker? And are you certain you are positioning your company in the best possible light?
According to our recent survey, interestingly, the vast majority of IT job hunters (57%) are most likely to search for an IT career offering career development prospects. Whereas only 18% of surveyed candidates agreed that salary is the stand-out benefit when searching for an IT role.
Further results revealed that 10% of applicants were eager to join a company offering a training programme. 2% are looking for good working hours and 10% searching for other benefits, such as relocation packages.
So how can this help inform attracting the best candidates for your business’ IT recruitment campaign?
Career development is an attractive benefit to IT job seekers, especially those in junior-mid level positions. However, some IT job adverts are unable to promote the benefits of working for the company. They use recycled, outdated copy that neglect to mention why someone should want to join the team.
Offering potential candidates the opportunity to develop their skills, use the latest technologies and develop their careers long-term is a great way to get talented candidates through the door and, most importantly, retain them.
Action: If you offer career prospects, ensure to include them in your recruitment advertising. Mention the opportunity to cross-train, learn new skills, or fast-track to more senior levels to identify the career-hungry applicants.
Competitive rates of pay will always be high on the priority list for jobseekers, but it’s not always the most important factor in IT recruitment our survey demonstrated.
This aside, IT salaries have risen by 2% in the last year, which means ensuring you are offering a salary that is commensurate with skill set and level of seniority is a must for any recruitment campaign.
webrecruit has found that candidates are up to 70% less likely to apply for a role without a salary on the recruitment advertisement. Of course it may not always be possible to include it, but remember, by including it; it will give potential candidates an indication whether the role is the right level for them.
You can also see what others are offering by looking at other IT vacancies advertised in your area, using job boards or social media sites, such as LinkedIn.
Offering training makes sensible business sense: it will help to entice the progressive candidates and long-term, help build the skill-set of your IT function.
Of course it depends on your business requirements, but with 10% of candidates saying it is what attracts them to a role, if you do not offer training, you could be missing out.
Action: If you offer the chance to obtain industry qualifications, study leave and support, ensure to communicate this as soon as you commence your IT recruitment campaign. Talk to training providers or businesses who run incentives such as these, to find out about their benefits first-hand.
Looking for more IT tips? Here are some additional guides that should aid your IT recruitment: