Attracting and retaining tech talent is one of the challenges that many companies are facing today. And some common mistakes make the recruitment process more complicated than it should. Here is what not to do if you want to attract and retain the best tech talent.
Subconscious biases can present themselves at any point in the recruitment process. They are prejudices or stereotypes against certain groups that people don’t know they have and don’t realize when they control their decisions. Something as simple as word choice can make a candidate don’t want to apply for your job opening.
It is one of the most common mistakes tech companies make when trying to attract tech talent. So, the first step will be to train your recruitment team to recognize subconscious biases and avoid them when making decisions. Next, the company should avoid gender-coded words like “warrior” or “ninja.” The industry suffers from underrepresentation, so companies should put a real effort into being inclusive.
Outdated Benefit Packages
The tech industry has become very creative when it comes to benefits. It is an attempt to attract more talent and retain them. Companies that want to compete with tech giants have to update their benefits packages, especially if they aren’t in the tech industry. It will be a huge mistake to refuse to adapt to the market.
A good strategy is to try to give competitive salaries but with benefits that will attract the best talent. Maybe you won’t offer the best salary in the industry, but unique projects, more paid time off, and extended parental leave may be the decisive factor. A learning opportunity like paying for an online course could go a long way in securing the top candidates.
Unclear Job Descriptions
Making job postings with unclear job descriptions will get the worst results. First, it means the company isn’t clear on what it’s looking for. Second, candidates won’t know what the company will expect of them. It will probably leave you with thousands of unqualified candidates for the role you want to fill.
To avoid this problem, companies should make a profile of the ideal candidate. You should decide which are the qualifications that will make the candidate a perfect fit. Also, make a description of what the role’s responsibilities will be and what are the interpersonal skills that will help the candidate fit with the current team.
These steps will help you create a job description that will attract the best candidates from the start. And when recruiting, saving time is one of the main objectives.
Bad Interviewing Process
The interviewing process is essential when it comes to securing candidates. What you have to avoid is to have a complicated and long interviewing process. Sixty percent of candidates have quit an interviewing process because it took too long. Plus, you take the risk of the candidate accepting another job before you have the chance to secure them.
It is a grave mistake, especially if it is a person that checked all the boxes from your ideal candidate. So, you have to understand that as you are evaluating the candidate to know if they are a good fit, the candidate is doing the same to your company. Go through all of the steps in the process and identify which areas can be optimized.
Limited Learning Opportunities
Development and learning opportunities are among the top priorities for most tech professionals. They want to work for a company that helps them grow and reach their career goals. Not offering enough learning opportunities is one of the biggest mistakes companies make when recruiting tech talent.
You can change this easily by implementing a few programs. For example, you can hire services like the Linkedin Learning platform offer to businesses. You can also partner with coding bootcamps to offer your employees the opportunity to learn a new skill. Flatiron School is one of the institutions that offer businesses the option to hire their services.
The first and most common mistake, because it is difficult to identify, is to allow subconscious biases to control the decision process. You should also avoid offering the same old benefit package, having unclear job descriptions, a badly designed interviewing process, and offering limited learning opportunities.