And trying to acquire that talent in one of the most competitive industries? This certainly doesn’t make things easier – quite the opposite.
Add to that the non-existing or overcomplicated hiring processes, the ever-evolving industry demands and rapidly changing technologies and it’s no surprise most businesses struggle.
What’s even worse is that all of those problems are just the tip of the iceberg.
Even if you finally manage to get the attention of skilled software engineers, many of them will drop off somewhere in the recruitment process.
For example, did you know that 1 in 10 people drop out just because of poor onboarding experience?
And, unless you optimize your entire recruitment process, you still don’t know if the few that stay till the end won’t leave after a month or two.
Let’s face it – your competitors don’t sleep. They keep recruiting. And they keep optimizing their processes.
After all, they want to secure that IT talent just like you do.
Yet, many recruiters still think posting a few job offers on popular tech job boards is enough. They go where everyone is, pay for a job ad, and wait for software developers to send their applications.
Sure, those job boards work. They will help you attract some candidates.
But, they’re just one of the elements of a successful IT recruitment strategy. On their own, they won’t help you acquire top software engineering talent.
To compete for that talent, you need to take care of your employer branding. You need to find and show your employee branding proposition. Then, you need to create a strategy and build processes that cover every part of the recruitment process. From the moment you see the need to onboarding new developers (and beyond).
A strategy that will help you overcome the unique challenges of recruiting in the tech industry.
Enter our IT recruitment consulting service. We combine years of industry expertise with an in-depth understanding of the latest trends and needs to help you attract, secure, and retain top-class talent.
Talented developers, engineers, and programmers that your organization needs to thrive. We can help you get them.
Meet Lukasz – our expert recruiter in the software development industry. His goal is to help you attract the talent you need to build your business. Over the last nine years, he’s worked with businesses of different sizes guiding them towards their recruitment goals. He used his expertise to help businesses create recruitment processes from scratch, optimize existing ones, and build recruitment teams. And, most importantly – he helped companies acquire and retain niche IT specialists and top tech talent. His work focuses on end-to-end recruitment solutions & management, from target group analysis to negotiations and onboarding.
Thanks to his vast experience, he can immediately spot room for improvement, bringing massive value to the table. As our Key IT Recruitment Expert, he’ll guide your company through every step of the recruitment process. From initial analysis and strategy creation to setting the right KPIs and implementing the strategy, he’ll help you come up with solutions tailored to your specific needs.
Do you struggle to identify the right candidates?
Or maybe you’re overwhelmed by the ever-changing industry requirements, candidates’ demands, and technologies?
Get a recruiting strategy that aligns with your business’s specific needs and industry requirements.
See why you kept failing, discover how to attract even niche talent, and ensure you’re never short on people you need to deliver client projects.
Prepare your business for attracting, hiring, and onboarding candidates that you believe are a good fit.
Our goal is to help you develop effective recruitment processes and build a machine that keeps bringing you new candidates on a regular basis.
Do you fail to attract interest to open positions? Or maybe you receive applications but they all come from the wrong people?
If you want to attract top talent, you need to build a brand people will actually want to work for. A brand that stands out and resonates with your candidates.
To attract the very best, you need an employee value proposition. You want to tell potential employees why you’re the go-to place for IT professionals looking to learn new skills, work on interesting projects, and create fulfilling careers.
Our goal is to help you create that image. We’ll help you create a strategy that reflects your company’s values, culture, and vision. We’ll help set your company apart and position you as a brand that helps developers grow.
Do you have a recruitment process but can’t seem to find the right people? Maybe you get their applications but they fall off before onboarding or somewhere else in the process?
Or maybe you already have a foundation, but it doesn’t supply you with the number and quality of candidates that you need?
Our role is to analyze your existing recruitment process and identify gaps and improvement opportunities.
We’ll help you optimize your processes and fix the drop-off points. Whether you’re having problems with employee onboarding, sourcing, screening, or interviewing, we’ll help you build processes that are efficient, effective, and adapt to the ever-changing recruitment landscape.
We’ll also work on your KPIs and help you make more data-driven decisions. All that will give you the structure you need to achieve your hiring goals and scale your business.
Long gone are the days when you could have one person oversee the entire recruitment process.
Attracting and recruiting top talent is a team effort and needs more than just a few job posts put together.
To secure the very best and meet your KPIs, you need a team that can implement and execute a well-planned recruitment strategy.
The size and structure of that team will depend on the size of your company, your growth, recruitment KPIs, and business (and recruitment) goals.
Our goal is to help you create a team capable of fulfilling your hiring objectives and supplying your business with the top IT talent your company needs to grow.
Attracting top IT talent is only half the battle. With the high number of offers and fierce competition for skilled employees, developers can be extremely picky.
They can also easily find new work should their current one fail to meet their expectations.
Some developers take advantage of this situation and switch companies almost as soon as they get hired. All they need is a slightly better offer.That
low employee retention rate leads to a high turnover which costs companies time and money and forces them to start looking for people all over again.
That’s why every successful recruitment strategy needs a plan for employee retention.
We’ll help you build a retention strategy that helps you avoid developers looking to take advantage of the situation and help you lower employee attrition across the board.
We’ll also help you address all the things that lead to IT employees churn and high turnover and help you prioritize the things that will help you retain top talent.
Every company that we work with has unique recruitment needs and faces different challenges. To make sure we understand and address them all, we use STARS – our in-house recruitment needs analysis. The method consists of 5 different steps and takes between 2 to 6 weeks (depending on your company’s size).
During the STARS analysis, we work closely with you (literally becoming a part of your company) to better understand HOW you do things. We look at what’s working, and what needs improvement. Of course, after we finish the analysis, we’ll discuss the solutions and help you implement them to achieve the best results.
First, we evaluate your organization’s current recruitment strategy and needs. We evaluate its strengths and weaknesses and look for so-called quick wins. We also analyze your team structure (if you’ve already built one) and internal processes. The goal is to find what’s already working and what needs improving or changing.
Next, we examine all the drop-off points in your recruitment process as well as your retention rates. Why are you losing valuable talent? Is it due to company culture? Poor onboarding? Ambiguous job requirements? In this stage, we also look at the disconnects between what you believe is working and what really does.
For example, did you know that 72% of hiring managers believe they provide clear job descriptions… compared to just 36% of candidates who believe the same?
First, we look at key performance metrics of your current performance metrics. We look at turnover, drop-off rate, and time-to-fill. We then help you create new KPIs, aimed at helping you increase retention, lower the cost-per-hire, and increase the retention and quality of candidates. Lastly, we use those KPIs to establish long-term goals and new success metrics.
Every significant change comes with a set of risks. Once we set the KPIs and understand your goals, we look at all the challenges and potential obstacles that you might face.
We look at all the big and small details and data points. We analyze the current market situation, trends, and salaries. We also take into consideration things like organizational resistance and required employer branding efforts.
Finally, we put all our findings together and create a tailored recruitment strategy. The strategy comes with a set of recommendations and KPIs tailored to your company’s individual situation. You’ll also get cost and time estimates for implementing these changes.
What’s important here is that this analysis is just the beginning. The strategy and recommendations that you get are more than just a list of things that you should do.
If our recommendations and estimates suit you, we’ll guide your company through the entire process.
Thanks to that, rather than just knowing what needs to be changed, you’ll get a fully functioning recruitment process and be able to meet your IT recruitment goals.
Ready to get started? Schedule a call to see if you qualify for our IT Recruitment Consulting Service.
Schedule a 30-minute call with our recruitment expert. Find out if our strategies and processes can help you acquire the talent that you need to grow your business.
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