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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.

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