4 Reasons You Aren’t Attracting Top IT Talent
When it comes to the job search, IT consultants are becoming more selective in regards to their job requirements. With IT talent in high demand, consultants have the upper hand. Organizations everywhere are vying for their skills and thinking outside of the box to win them over.
The race for IT talent and pressure to outshine the competition has irrevocably set a new standard for employers to measure up to. So, what can you do to ensure top IT consultants accept your job offer over your competitor’s? Below we address four of the most common hiring concerns we hear from candidates.
Are Your Contract Lengths Undesirable?
No one enjoys the job hunt. It can be time consuming and overwhelming. While our recruiters here at Resource 1 support our candidates every step of the way, many people are still not eager to jump back into the hiring and onboarding process. In fact, contract lengths that are too short or uncertain are two major objections we hear from IT candidates. If a candidate is interviewing for multiple positions and your contract offers less stability than the competition, there’s a good chance they will turn your offer down.
If you only need IT talent on a short-term basis, keep the following suggestions in mind. First, be wary about advertising short initial contract lengths ‘with opportunity for extension’ especially if you are confident in a longer contract timeline. Longer contract lengths, even by a couple of months, will give your IT consultant peace of mind and the ability to truly focus on the project at hand. Additionally, if the contract is coming to an end and there is an opportunity for the candidate to transfer to another project within the company, don’t hesitate to let them know. This could tilt the scales in your favor while the candidate makes their final decision.
Are Your Work Arrangements Too Rigid?
If your position requires IT consultants to be in the office by 8:30 sharp every morning and to leave no earlier than 5:00, you risk applicants prematurely rejecting your offer. A quick skim on any job board will show that flexible work arrangements are becoming a staple perk of many positions. LinkedIn states that since 2016 they’ve seen a 78% increase in job postings that boast flexibility and remote work. Because of its increase in popularity, flexible work arrangements are seen as less of a special perk and more of a bare-bones expectation. According to Dice’s most recent salary survey, a whopping 73% of tech professionals say that the opportunity to work from home is important to them.
Many organizations fear that offering flexible work arrangements creates a lag in productivity. Yet according to a two-year study conducted by Stanford, telecommuters were more productive with the elimination of their commute as well as any in-office distractions. The bottom line is, when it comes to offering flexible work arrangements, it is no longer a question of whether you should – it’s a question of how you’re going to do it in a way that works for your organization.
Are Your Wage Rates Behind Industry Standards?
While flexible work arrangements have become an expectation in the IT industry, there are many other factors consultants consider before accepting an offer. Many organizations have lost out on top talent because of a common belief: The more ‘perks’ we offer, the less our wage rate will be the deciding factor. The truth is, it is common for IT professionals to gauge the perks of the position only after they know their pay expectations will be met.
Presenting your IT consultants with the appropriate competitive rates requires thorough research and discussions with your consulting firm. It is important to note that a consultant’s hourly rate will likely depend on whether they must pay for benefits, taxes, and insurance out of their own income.
Findings from Dice’s most recent Tech Salary Report showed that 68% of tech professionals who plan to change jobs are seeking a higher salary. The report also found that wage satisfaction has been on the decline since 2016. As a result, offering competitive wages is a sure way to stand out as an employer.
Is Your Hiring Process a Major Headache?
While the questions above can help you gauge whether your job criteria are in line with IT candidate expectations, there is still one common hiring challenge that organizations face: applicant turnover during the recruitment process. In a time where tech professionals are bombarded with emails from recruiters daily, you must be assertive and move quickly during the recruitment process. A study by Deloitte showed that while the average recruitment process took 52 days, top candidates only lasted about 10 days on the market.
Take a moment to consider your current hiring processes. Is your job description complex and repetitive? How quick is your turnaround time after an application is submitted? Do your teams provide interview feedback as soon as possible? All of these seemingly little details make a big difference when it comes to attracting top IT consultants.
The IT hiring landscape can be challenging, but here at Resource 1, we take the time to fully understand your technical infrastructure and business objectives. Our passion for technical innovation and our deep-rooted industry expertise positions us to deliver superior Staff Augmentation services while also building a genuine partnership to ensure your success and satisfaction.
We break down more hiring best practices in our eBook, “7 Competitive Strategies for Hiring IT Consultants”. Download it today to start hiring the best IT talent for your organization.
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