Technology jobs account for a sizable portion of the global economy. In the US, that figure sits at about 8%. With the advent of AI and other transformative technologies, that number is only expected to climb.
Right now, demand for skilled technology workers still handily exceeds supply. Therefore, organisations need to put thought and effort into sourcing top tech talent. Even if your business isn’t a traditional “technology-focused” organisation, the amount of technology permeating the modern business environment is only going to grow. If every business is a technology business (to some degree), then every business should have access to skilled tech workers.
Here are our top 6 ways to attract those workers, even if your business isn’t an overtly tech-focused one.
1. Respect the work-life balance
One of the reasons people go into technology roles in the first place is the flexibility. Having a flexible schedule that accommodates non-traditional working hours or habits can be a big draw for tech workers. The assumption that a non-tech company will try to enforce a conformist, traditional office culture is one of the reasons why people with top-tier tech skills avoid them like the plague.
2. Create the opportunity to do meaningful work
The opportunity to do meaningful work is going to be a huge part of attracting skilled tech workers. Skilled tech proffesionals want to do more than troubleshoot, maintain networks, and chase support tickets. Making it clear that your tech workers will have the chance to work on projects that have a tangible impact on the organisation and its customers is a big incentive, especially when that work is challenging and exciting.
3. Be open and honest about your level of digitalisation
Pretending your company is more digitalised than it actually is is a surefire way to ensure tech worker churn. During the hiring process, be honest and open about where you are, where you want to be, and how you plan to get there. If you don’t have a plan, make it clear that you want to work with your IT team to execute your digital transformation.
4. Look inside as well as out
External hires are, in every case, more expensive than internal ones. When looking for IT talent, consider casting your eyes inwards for people with relevant educations. You may find existing workers with tech skills outside their job descriptions and a willingness to upskill. This is especially effective if you are looking to fill more entry-level roles in support of your IT leadership.
5. Highlight your technology usage in the hiring process
When hiring a tech worker, it’s important to clearly outline not only the key responsibilities of their role, but the different competencies that will be required of them. Working with your existing IT department to outline these skills can be a good way forward. Also, highlighting the elements of your company that do involve technology using case studies can be an important part of your communications.
6. Provide room for growth
No skilled IT worker wants to be stuck in the same dingy back room for years maintaining servers and asking people if they’ve tried turning it off and on again. Without room to progress within the company, skilled workers will gather all the experience they can and trade up to another role where they are given space to grow. Show potential hires possible roadmaps for their careers within the company. It’s also important to show them step by step goals and KPIs that can lead to advancement.
- Digital Strategy
- People & Culture
