‘The Great Resignation’ is an economic shift sweeping the Western world in the wake of Covid-19, leaving many businesses reeling from the loss of their valued talent. The reason behind this phenomenon can be traced back to multiple factors; one being the pause on making big life decisions throughout the pandemic, another the rise in remote working opportunities post 2021. This perfect storm of resignations has hit the tech world hard, a sector notorious for fast-past role-hopping and fierce competition from rivals.
Post-pandemic the demand for skilled candidates was so high, businesses without effective recruiting strategies found themselves struggling to build and retain quality engineering teams. This left hiring managers scrambling to improve their recruitment and retention rates before they existed on skeleton teams. The good news? There’s plenty of ways to both attract top tech talent and with the right strategy in place, retain them successfully for years to come.
Broaden your hiring horizons and remote working policy
According to LinkedIn, while remote jobs make up 20% of their listings, they receive 50% of job applicants. So If you wish to attract top tech talent to your job role, you’re going to need to ensure it’s remote or at least be open to hybrid working. When writing a job ad, it’s important to consider whether the job can be completed remotely and how the hiring and onboarding process could be managed out of office. With a wider pool of talent to choose from, the benefits to setting up successful remote working significantly outweigh the negatives.
Update your Tech Stack to remain competitive
In short, working with outdated technology can make it harder for you to attract top tech talent. It’s a competitive environment and investing into your Tech Stack will set you apart from potential competitors. With multiple influencing factors attracting candidates, it’s no longer enough to focus on salary alone and companies must consider the wider picture and job satisfaction on every level. Certainly nothing appeals to those in tech more than using the best programs available.
Strengthen your relationship with recruiting staff or suppliers
Nurturing your recruiting staff or key supplier is the answer to strong hires. Putting the time into communicating what you need and the culture of your company will go a long way when it comes to bringing new people into your organisation. Montash works on an inch-wide mile-deep mentality with our recruiting team. We’ve found it’s imperative in tech recruiting to have a high level of practical knowledge and become specialists in niche sectors. Not only does this give confidence to the talent we are hiring but also allows us to go deeper with the companies we source for - cutting out the need for basic level education and leaving space for deeper knowledge to be learnt.
Creating an exceptional candidate experience
A good candidate experience is your ticket to making the best hires possible. Revise, amend and control your interview process. A process too long and unattainable will see your candidates lose interest in the process and your company and by crafting a seamless experience you’ll be showcasing your expertise and company culture right from the beginning. You know the saying ‘it just felt right’? Intuition is as much a factor for candidates choosing between one role and another as it is for employers recruiting a new team member.
In summary, there’s a real opportunity as a business to use the ‘Great Resignation’ to your advantage - with far more prospective candidates in the market you can easily ensure your roles and company stand out with great first impressions and an awesome onboarding process.
