Attracting The Best Talent – Even If You Aren’t A Tech Giant…

We all know the tech industry is thriving like never before – fuelled by the ever-growing demand for consumer outreach and business innovations needed to adapt to our current situations.

With this surge in demand, we have seen massive growth in the companies we work with as they source new funding and expand to meet the new demand. But, the one hurdle they have come across as they try to scale-up is finding the right talent to meet their needs. 

It is an interesting time when it comes to recruitment in technology, lots of companies are looking to take on new talent and there are plenty of people who are either looking for a new job as their priorities change or who have been made redundant and looking for their next opportunity, but the issue is, amongst this expanding pool of eager applicants there is still a massive skills gap and very few suitable candidates in a lot of areas in the industry – something we covered in a previous article Top Talent – The Current False Economy – definitely worth a read for any hiring managers out there.

So, especially as a company that is rapidly looking to scale up, the question is; 

How do you find the right talent, and how to compete against the industry giants to attract and retain that talent?

First off, we have to realise how the workplace has changed, what people’s priorities are, and look at how, as a growing business, you can appeal to the calibre of candidates you need over and above the obvious monetary advantage more established and larger companies can offer.

Talent Acquisition – Part Of Your Brand Strategy 

We live in a world where employer reputation is becoming increasingly visible – through social media and the ever-growing list of online resources, including blogs, review sites, and sustainability reports.

Building a brand is about more than just what your customers think, especially now, as people are starting to look at the situation we are in and the problems that we face in the near future, more emphasis is being put on how sustainable companies are, do they look after their employees, and will my input make a difference?

When it comes to showing tech candidates why you’re the best organisation for them, company culture and values now matter to candidates more than ever. 

Having an engaging culture where the individual is more than just a cog in a machine has become a vital consideration, especially for those applicants who now find themselves in demand in a fiercely competitive employment market. 

Talent Acquisition vs Recruitment

Tying in with the previous point, and something we have been talking about for a while is, a shift in approach – getting away from the typical idea of recruitment as bums on seats or “we need more developers”, and focusing on finding and nurturing talent. 

Start looking more in-depth at what the pain points are within your business, both currently and foreseeable issues as you plan to scale up, then find and target the creative individuals and problem solvers who will help you discover and realise new and innovative solutions. 

Not only does this fit in with the individual sense of purpose and contribution, but this will help your business build a dynamic and innovative team that can help you adapt and thrive in an increasingly competitive market.

Working Environment Flexibility

The challenges facing scaleups when competing for new talent against the budgets of the tech giants are considerable. However, whilst large organisations possess almost limitless resources to target prospective employees, the increasing expectation to work more flexibly (accelerated by the COVID crisis) has presented smaller companies with more of a level playing field. 

A smaller work environment and workforce increase the likelihood of collaboration and familiarity with other staff in other departments, including more senior management. In turn, increasing the impact of employee voices and their chance of shaping the organisation.

After all, the advantages of working with a successful scaleup present many opportunities; more flexible hierarchical structures, increased chances of promotion and an opportunity to broaden key skills. Employees are also offered the chance to effectively input and influence the development of the company and carry with it their own career trajectories.

Stand Out From The Crowd

As a business leader, you know what is at the core of your company’s values, and how important it is to have differentiation from the competition.

Although candidate experience plays a big part when it comes to talent acquisition and recruitment, making sure you are getting your core values out there and appealing to the right individuals even before looking to hire anyone is essential – especially in a saturated talent market, borrow some elements from marketing as well as using traditional recruitment methods to stand out to tech talent. 

Regardless of if you have an internal recruitment team, placing job ads yourself, or working with a specialist talent acquisition consultancy, perception of your brand is already out there and should be working for you.

Scaleups need the best talent out there to compete with the giants – without great minds and passionate individuals, even with the best product, there is no innovation or the agility needed to navigate the journey to becoming a giant in your own right.

That’s why we at Foundations, are more than just a recruitment agency, we strive to become a full extension of your brand, understanding and promoting your company’s values, its culture, current projects, and of course the future growth of your business. 

Using our experience, we help you assess and target the pain points, rethink and revolutionise your recruitment strategy – ensuring the process stays tightly organised and continuously qualified, and help you stay ahead of the competition when it comes to finding the right talent to suit your business.