06

Trying to Hire IT Talent in a Seller's Market?

posted on
Trying to Hire IT Talent in a Seller's Market?

The business I'm in is always about talent. Whether it's talent for our development projects or for our clients', it's all about finding the right talent.

Like I mentioned in my previous article, Are you trying to hire a Robot or a Human, hiring practices need to change with the times and you need to know the current market and job situation to do so.

If a company has a strong candidate flow of quality candidates, then they're able to be extremely narrow in their search and be picky about hiring. But, when you're in a market like today, you need to change how you hire in order to attract top talent.

When there are a lot of quality candidates on the market, then you're in a buyer's market. You can pick and choose candidates and even offer a low-ball salary and likely do well. Of course, once the market turns, those people will leave you for more money or more challenge.

When the market is like it is today, you're in a seller's market. Top candidates can find a job just about anywhere in a week. We've had many candidates with two or three job offers on the table while we're trying to hire them. Many times we're not quick enough and they accept another offer.

So, in this market, what must you do to hire top talent? Remember, you're competing against other companies for a limited resource.

  1. You must be competitive in salary. As a matter of fact, you'll likely need to pay more than you really want. But, what is the cost to you if it takes months to fill the position because you're not willing to pay a few thousand more? It's worth calculating because you may be saving money by paying more for the position.
  2. You must be competitive in benefits. If your benefits are minimal, consider beefing them up. If a candidate is considering two companies and the salaries are the same, benefits and perks add up. Things such as catered lunches, free drinks, snacks, monthly giveaways, paid training, etc. all add up and entice a candidate into accepting your offer over another.
  3. Move quickly. If you find a candidate that you like, chances are one or more companies feel the same way. Dragging your feet and delaying a decision will likely result in the loss of the candidate.
  4. Sell your company to potential candidates. Don't think that a candidate should want to work for you because of your name or reputation. Name and reputation may help, but you need a message that resonates with the candidate. Why should he or she want to work for you? You need a good answer to this question because candidates are asking it.

Let's suppose you do all of these things and you hire great people. Now, you need to worry about retaining them. That's the subject of my next article.

Next Artice: How to keep the talent you have.


Click to learn more about The Craftlogic Difference.
From LinkedIn: https://www.linkedin.com/pulse/article/20141006204101-7506493-trying-to-hire-it-talent-in-a-seller-s-market

Categories: IT Staffing, General | Tags: employee retention | View Count: (4362) | Return
Name

  • You Suck at Technical Interviews - Couldn't have said it better myself
    I was planning to write a new blog post earlier this year regarding how badly companies perform technical interviews with IT candidates. So many companies assume that if you're a technical person on s...
  • Craftlogic's IT Staffing Guarantee
    This is a letter that our new clients get upon signing a new agreement and is by me. It shows my confidence in Craftlogic and what we can do for our clients. I don't take this lightly. I believe in ou...
  • Introducing Recruiting-as-a-Service (RaaS)
    Craftlogic has added a new staffing model to our existing offerings. It’s called Recruiting-as-a-Service. We have a few clients who have already signed with us using this model and so far we are exci...
  • Why Experience Matters
    As a follow-up to my previous post, Youth is Wasted on the Young, this post will give a personal example of how valuable experience can be. I was working on a project back in the late 90s on a 2-mo...
  • The Culture of Non-Responsiveness

    People write articles, books, blogs, and such because they believe they have something important to say. They hope people will read what they wrote, appreciate it and maybe learn something or improve ...
  • IT Staffing Firms Suck!

    IT staffing firms SUCK! Yes, I mean SUCK! I think most people hate IT staffing firms like they hate used car salesmen and lawyers. I started Craftlogic in 2003 because I hated dealing with IT staff...
  • You wouldn't spend 3 minutes to make $2,000?

    I thought I would write a quick article to talk about a perplexing situation I have encountered. My CEO Kevin Ferguson wrote an article this week titled “A Culture of non-Responsiveness” . He was ha...
  • Racing, It's Life...

    Do you know this quote from Steve McQueen in the movie Le Mans? "When you’re racing, it... it’s life. Anything that happens before or after... is just waiting." There's a lot of truth to it. I've be...

Contact us at (800)887-8405 or Info@Craftlogic.com

Frisco, TX
Corporate Headquarters
6136 Frisco Square Blvd.
Suite 400
Frisco, TX 75034

Austin, TX
111 Congress
Suite 400
Austin, TX 78701

Houston, TX
Two Allen Center
1200 Smith Street
Suite 1600
Houston, TX 77002

Mountain View, CA
800 West El Camino Real
Suite 180
Mountain View, CA 94040

Manhattan, NY
590 Madison Avenue
21st Floor
Manhattan, NY 10022