Advice, news, debate
and discussion
all in one place

How to Attract the Best Digital Talent

The Christmas countdown has started, and although we don’t want to hear it, another year is soon to come to an end as we welcome 2017. While many of us make New Year’s resolutions only to break them within the first week, a study conducted by Indeed last year shows that 30% of UK adults set themselves the challenge of finding a new job. With this in mind, it is essential that as a client we address the way that we present ourselves in this competitive market in order to attract the best industry talent. But how? 

A theme throughout this year is the insane amount of choice that candidates have when applying for new roles; companies are fighting to stay relevant within this ever-evolving digital revolution and therefore talented digital staff are in demand, making it a candidate driven market. However, recruitment is a two-way game and it is as much about selling your company/brand to the candidate as it is them selling themselves for the role. There are several touch points to concur in order to attract the best talent, below are some top tips to help you stand out…

  • Job specs; your job spec may be the first interaction the candidate has with your brand and therefore it should be more than just a list of required skills. Describe what makes the role unique and how it can benefit the candidate and their career, and be human, don’t be afraid to show a bit of personality, the process of applying for a new job can be a bit laborious at times so excite and entice your audience.
  • Website careers page; utilise your website by creating a careers section, it’s a great way to showcase your company and the reasons people should want to work for you. Therefore, don’t simply just list the vacancy you have at the moment though use it to pre-empt any questions or barriers the candidate may have; sell the culture, the benefits, learning and development, projects etc. as well as the role. A great example of this is Asos’ career page https://asoscareers.asos.com/
  • Interviews; now you’ve got the candidates attention, it’s vital to remember that it is just as much about you exciting them as it is about them impressing you. You need to bear in mind that they might have several offers on the table and first impressions count. Sell the company, the role, the benefits to the candidate and their career and again show personality, remember, people buy people.

It is also essential to be as flexible as possible with the interview process. Not only is the market competitive but it is also fast moving so it is crucial that you can be reactive when the right candidate comes along. Making a candidate wait 2 weeks before getting them in for a first interview or delaying giving constructive feedback could have you missing out on top talent and land you a reputation in the market for time wasting.

factors-when-changing-roles

Looking back at our 2016 salary survey (download here: http://zebrapeople.com/digital-salary-survey) you can see that there were three key attributes that stood out as the main reasons candidates look to change positions; career progression opportunities, work to life balance and financial remuneration followed in 4th by meaningful work. Bearing this in mind it would be wise to address these key factors throughout all above mentioned touch points, highlighting how your company will impact each of these. And of course, question what their personal reasons for looking for a new position are and really tailor your approach to what the candidate’s specific needs and wants are from a job, stressing these key attributes in the role.

It’s a competitive market out there so don’t get left behind, utilise the above tips to ensure you have a solid foundation across all key touch points. Should you need any extra advice about attracting the best talent then I am happy to give more specific consultations, get in touch on ben@zebrapeople.com or call 0207 729 4771.

Leave a reply

Leave a Reply

Latest views

Zebra People welcomes Nick Grantham.  Nick joins from Source and will be a Principle Consultant in our dedicated UX team, covering both Permanent and Freelance positions. Nick Cochrane, Director and Founder of Zebra People said ‘ We have admired Nick for a number of years and are delighted he has joined Zebra People. He is a seasoned recruiter who has taken the […]

The Creativepool Annual 2018 winners were revealed in a momentous night at Banking Hall, London on Thursday 10th May. With over 2,000 entries submitted and over 20,000 votes cast during People’s Choice, the creative competition in the Best Recruitment Agency to Work For category was particularly well contested.

As a Junior UX-er, getting that first job is going to be tough. How do you make yourself stand out from every other junior out there?

Here at Zebra we pride ourselves at being experts in the digital sector. We love people and relationships, pairing the right candidates with clients and vice versa.

Sam Gale and Jamee James tell us about Sales Innovation Expo @ ExCel London.

Who were the speakers? Katy Arnold Head of User Research @ The Home Office Alastair Clegg Customer Experience Manager @ Aioi Nissay Dowa Europe David Loughlin UX Research Lead & Principal Consultant @ EY-Seren Talk summary Katy Arnold – Katy discussed research methods used at the Home Office, she talked about how research across government has improved. […]

Following on from Part 1 of my Motion In The Ocean blog, here’s the highly anticipated Part 2 for you to check out … How has the industry changed since you started your career? It’s got so much bigger, the market now is vast across both permanent and freelance! The big change I’ve personally noted […]

I had the brilliant opportunity to sit down with Tom Carpenter – Founder of Motion Design Studio – Grizzle. An expert in Motion and Animation, Tom has a wealth of experience working with awesome clients such as Adidas, Pepsi, Nike and Red Bull. He gave us the low down of what it’s really like to […]