Despite the current circumstances, our teams remain here to support you.
We're available by phone, email or via our website so get in touch, stay connected and let's get safely back to work together.

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

Maybe this is your first UX interview ever, or you haven’t interviewed in a few years and you want to get a better idea of what to expect…

If you want the best UXers then provide the best CX (Customer Experience) within your hiring process, else you risk ending up with who’s leftover rather than the best person for the job. Not to mention damaging your brand presence within the market. UX as we all know, has boomed and with that boom has […]

As an ex-freelance art director, that moved into freelance (and permanent) creative recruitment, I like to think I have a good understanding of how ad agencies, design agencies and production houses recruit for creative freelance positions, but (unfortunately) I made many mistakes along the way. Based on my experience both as a freelance creative and […]

So it’s time… You’ve decided it’s your time to move on which can be both daunting and liberating, I know. This process, however subjective to your situation, if dealt with properly can make a huge impact to not only your exit but the businesses and ex-colleagues perception of you afterwards. Below I’ve put together some simple […]

An exclusive interview with Anja Maerz and Swetha Sethu-Jones, organisers of The Research Thing Meetup group…

With everything that’s going on at the moment in the world, many of you may be thinking about looking for a new role for security in these uncertain times.

You’ve got to move fast when you’re entrepreneurial. Last week one of our clients messaged with a need for a Frontend Developer to join ASAP. We were up for the challenge. By drilling down on their requirements and then using our database and network we identified five candidates. Within 1 week they had interviewed, tested […]

You don’t need to be a digital expert to know that the tech industry is booming. As a result, coding skills are becoming more highly sought after and tech has become one of the most candidate-driven markets around, with the demand for developers ever increasing. As we all know, the market moves fast, and software developers […]