The increasing demand for top talent coupled with the lingering effects of the great resignation and the persistent talent shortage has created a sense of uncertainty in the tech industry. Yet, attempting to understand these factors along with trends in talent acquisition can help ensure your business is prepared for the future. Making your company an attractive option is key; as such, it is important to understand what candidates want in order to draw in the best talent and ensure predictability in your tech talent pipeline.
What Do Candidates Want?
While the typical competitive benefits do still matter to candidates, other factors hold a heavy impact on a candidate’s decision – factors such as company culture, flexibility, and internal growth opportunities.
Most candidates have made it clear that they want to work for an organization that makes them feel accepted and supported. For example, Candidate A’s ideal company will have commitments that align with their personal beliefs, like supporting diversity, equity, and inclusion (DE&I) and displaying corporate social responsibility (CSR). Never discount displaying the company’s culture; after all, providing some insight into what the organization values, aside from just the day-to-day work responsibilities, may push a candidate to choose you over a competitor.
With the impacts of the COVID-19 pandemic, the great resignation, and the labor shortage, it is clear that candidates also want flexibility. As such, creating positions that allow individuals to work remotely or hybrid is increasingly in-demand. In fact, 83% of global respondents reported that the ability to work remotely was the deciding factor between two similar job offers. Remote or hybrid work allows individuals to more easily balance their work, family, and recreational activity while cutting out a potentially expensive and time-consuming commute.
Finally, the desire for internal mobility is not new. But with the talent shortage and so many open positions, considering the skills of an existing employee is a can’t-miss opportunity. Providing opportunities for internal growth not only shows your employees that you genuinely care about them, but it helps improve retention rates at the same time. Upskilling and reskilling existing employees can help your organization draw in new candidates and build a sense of predictability in your talent pipeline.
Building Predictability in Your Tech Talent Pipeline
While companies evaluate the tech labor market and how to fill critical roles for the rest of this year and into the next, it is important to build a sense of predictability in recruiting. In the face of so much uncertainty, companies must look inward and devise clever solutions on how to attract and retain tech talent. Momentum works with companies of all sizes on tech talent pipeline development and recommends leveraging a “Source, Train, Hire” model to improve tech talent retention.
Curating your own talent with Momentum’s “Source, Train, Hire, Support” program offers our partner companies a uniquely proactive approach to building teams. In the first step in this process, Momentum works with you to align your hiring goals and program scope before sourcing and vetting potential candidates for your team. You will then select the final candidates for training. In the next step, candidates will start Momentum’s 4-month program with practical projects to accelerate job readiness. Throughout the training process, Momentum will provide regular progress reports to your team. After training is complete, you will finalize offers to candidates that meet your hiring criteria, and candidates will convert to full-time tech roles on your team.
At Momentum, the process does not end there. Once we have helped you successfully source, train, and hire candidates, we are here to support you. We provide expert onboarding assistance to support your new hires get up to speed while reducing the time burden on your senior team members. With Momentum, you can keep your team up to date (or ahead) of the curve. Our custom training courses solve your team’s toughest challenges – no matter which department they work in – and evolve their tech skills to meet your business objectives. Learn more about how to build predictability in your tech talent pipeline with Momentum here.
This post was written in collaboration with NC TECH. Join the Momentum team and NC TECH on January 12th at 9:00 AM EST for a webinar to learn more about how to build predictability in your tech talent pipeline.
