Seven Ways to Sell Your Not-So-Sexy Tech Project To Top Talent
How do you compete for star technology talent in today’s competitive contracting market? It’s easier when you have a cutting edge project involving top technology stacks or, of course, if your company is Google or Apple. But, if you don’t fall into either category, how can you persuade the right techies to work on your important but not-so-sexy project? Consider these seven tips when recruiting for your technology roles.
1. Highlight the benefits of variety
Emphasize the benefits of working on a large variety of projects. This diversity will help your candidates build solid resumes, expand their skill sets and enhance their marketability.
2. Showcase new technologies you’re using
Research the candidate’s background and highlight any newer technologies the candidate hasn’t used previously or used extensively. For example, .Net developers would want to work with bootstrap, kendo UI and Restful WCF services. Make sure these details are communicated clearly as the right technology could help a candidate say “yes.”
3. Know what excites them
Ask questions to know what kind of tech environment the candidate is seeking. Then, play up how your company has what they are looking for. For example, if the candidate is enticed by a smaller team or specific methodology, discuss how your company will satisfy their needs.
4. Note the potential
This can be one of the biggest selling points for a star candidate. So, maybe it’s a dry project, but success on this one will likely lead to something better. This approach also helps the candidate feel involved in the company’s future.
5. Showcase the perks
For tech jobs, we often entice our candidates with flexible hours and working remotely. And, while they likely won’t be the only reason a great candidate says yes, be sure to mention if your company offers perks like pool, ping pong, happy hour or free food. Share all the cultural draws during the interview too.
6. Appeal to their interests
Sometimes candidates are interested in a specific company, industry or specialty area. I had a star candidate whose background was with insurance and financial clients, yet his passion was sports. I found an exciting role for him at one of the four major sport leagues in America, and he was thrilled. Find out what your candidates are passionate about, and, if your company fits the need, emphasize it during the interview.
7. Identify who they admire
Some job seekers have a desire to work for a specific person, a founder of a company, a well-respected or well-known person in a field or someone who has had experience they would like to learn about. Again, tease out this information, and if your company has some of what the candidate admires, you’ve found another selling point.
The goal is not to convince technology candidates to take a job that isn’t the right fit. Instead, it’s for hiring managers to invest the time to listen to the candidate. By learning what matters most, hiring managers can show a candidate how the project could be a good match. Additionally, this approach enables hiring managers to understand the candidate’s background, in turn sharing authentic ways the role will enhance their professional learning and be a good step in their career path.