Competition for Former Startup Talent Intensifies
As it became clear that mass personnel shifts in Big Tech and the startup world were not just a blip on the radar, and tech unemployment rate and Dice job posting data continued to show a very healthy tech job market, the next question became: Where were all these extremely talented tech professionals going next? And that remains a key question in 2023, as those that have not already found new jobs or chosen to start their own companies are going to be the most sought-after tech talent available, given their diverse skillsets and experience in building and maintaining complex products and infrastructure.
With the continued need for core tech talent in more established industries like finance and banking, healthcare, manufacturing, consulting, retail and ecommerce and government, one of the key challenges for HR professionals in 2023 is going to be adjusting to attract these individuals and the many other talented tech professionals currently up for grabs to your organizations.
For example, for those coming from a startup environment, a large corporate structure’s policies and approval processes are the polar opposite of what tech professionals are used to. On the other hand, many tech professionals in the startup world are having to face the grim reality of that environment; with many great perks and operational leeway comes a high level of instability, something that many corporations are shielded from. How is your environment just as good, or better, than where they came from?
What HR Professionals Can Do Now
You know your culture, processes, philosophies and environment would actually be perfect for tech professionals, but do they know that? Use the findings from the Dice Tech Sentiment Report (we’re biased, but we think they’re groundbreaking) to gain a deeper understanding of the gaps between what tech professionals want and expect in terms of employment benefits, and what their current organizations are providing, and make sure you’re showcasing where you and candidates are aligned on your website, social media platforms and marketing materials.
One oft-overlooked area for many organizations is your tech stack — what you use, why you use it and how the systems integrate with each other is tremendously important to tech professionals — and can be a differentiator or deal-breaker in terms of how they view an organization.
Do Tech Candidates Know the Real You?
Yes, it’s critical that you can showcase what it’s like to work with your organization, and it’s just as important to show tech professionals what it’s like to work with you. One way to do that is to improve how you’re showing up in your profiles, whether that’s on social media or on career sites like Dice.
On Dice, for example, you can build a Recruiter Profile that highlights your company brand and values, upcoming virtual events and other insights. Most importantly, it’s another chance to show them what it’s like to work with you. Personalizing your profile and keeping it up to date is an easy way to continually strengthen current relationships with tech professionals and create new ones, which can be a factor in generating more filled positions down the road.