5 Ways Tech HR Will Change in 2017 and Beyond
JAN 11, 2017 17:47 PM
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5 Ways Tech HR Will Change in 2017 and Beyond

By Larry Alton

Technology is a complex tool for businesses to manage, and it’s only going to grow in complexity as new gadgets and programs enter the market. You’ll need a crack team of IT workers, including programmers, project managers, and everything in between if you want to be successful.

As noted by Falon Fatemi, finding the right talent is half the battle, but the best strategies for hiring and recruiting are changing as we move into the new year. As 2017 approaches, how are strategies for finding and keeping tech-related talent evolving?

Changes for 2017

These are some of the ways businesses are changing how they recruit and retain tech talent for 2017 and beyond:

1.      Tech-specific recruiting. Since technology-related positions are in such high demand, entire agencies are dedicated exclusively to finding tech workers. Even traditional agencies like Randstad have tech-specific departments that explore new strategies for attracting tech talent. This is because tech workers have become an entirely different breed of employee, and if you want the best for your team, you need to have an explicit strategy to target and appeal to them.

2.      Social media scouting. Social media scouting isn’t new, but it’s being used with more precision and patience as we head into 2017. Monster.com lists many ways to improve your firm’s image on social media, but active social scouting goes further. Specifically, you’ll look for candidates who could fill your vacant position and attempt to woo them to your brand. Tactics include searching for skill-based keywords, identifying accomplished individuals in a given specialty, and possibly even poaching talent from a competitor.

3.      Hosting contests and events. If you want to find the best programmer in your area, why not sponsor a programming competition, with a substantial prize, to attract the most passionate, talented, and dedicated people? For example, you could offer a challenge and a $500 cash prize to the best submission you receive. That amount would be a small price to pay to find a talented developer who clearly has a lot of time on his or her hands. You’ll get a first-hand look at the person’s work ethic, and have a good conversation starter when it’s time to negotiate employment.

4.      National gatherings and meetings. Rather than your own competition, you could find business events that are already scheduled to meet potential candidates in person. For example, visit national conferences, or use a site such as Meetup to locate social circles in your area. The more time you spend building up your reputation and visibility in these areas, the easier it will be to find promising candidates. Meetups tend to attract people who are passionate about their work, so they’re prime opportunities to find a good fit for your organization.

5.      Reputation building. According to the Recruiting.com blog, a strong brand is one of the most important things you can create to attract the best talent. Not only does a bigger, better reputation help you attract stronger, more experienced candidates, but the appearance and consistency of your brand voice will draw ideal matches for your business environment. For example, if cultivate a brand that’s casual and easygoing, you’ll attract amiable, less stressful workers. Think of this as inbound marketing, but specifically for tech recruiting rather than marketing.

Adoption and Refinement

If you’re interested in building out your development team, or you just want to keep pace with your competitors in HR and recruiting, these are some of the key areas to focus on. If you already have a successful recruitment strategy in place, however, you won’t want to change everything at once.

Instead, take baby steps: gradually integrate new tactics, one by one, until you get a feel for what works for your organization and what doesn’t. Every firm’s needs are different, and you’ll have to experiment to find the best fit.

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