In July, CyberCoders asked me and 12 others in the tech field how to get top talent on board. My advice? Let them develop like rockstars! Attracting tech talent means you need to dish up career growth options like nobody else. The possibility for new training and certification makes us irresistible. Our engineers work with very high profile clients, with Microsoft directly for example, and have been showcased in many Microsoft case studies.
Others in the industry recommend throwing a party to attract the talent or starting with “just” one great tech employee since like attracts like. Thinking outside traditional interviews can also help, since you’re not going to get innovative employees with a boring, non-innovative approach. Look for more than just technical skills, and make sure you share the true story of your business to find the right match.
Seeking out techies who worked for companies that were acquired by big guys like Google is a nice approach, and make sure you check out the university scene nearby. Offering autonomy and freedom can be just as enticing as money (or more so), and casting a wide net is a no brainer. Make sure the company culture is open and challenging, and be transparent—give candidates all the information necessary upfront to make a decision.
Prioritize diversity and uniqueness, because that’s what sets you apart. Attracting the top tech talent doesn’t need to be a big hurdle, or something you’ll focus on “one day.” There are many ways to win over the best candidates.
