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Attracting top talent is one of the top struggles for tech companies, and itās only getting more challenging as demand for the best employees grows.
Posting a generic job ad as you did 10 years ago and hoping for the best doesnāt cut it anymore. Luckily, there are practical methods you can use to find and engage the best tech professionals, from offering benefits beyond a high salary to exploring different recruiting avenues.
Why finding tech talent is a struggle
In a 2023 Deloitte survey, almost 90% of technology industry leaders said recruiting talent is a moderate or major struggle.
This wasnāt always the case, says Chris Czarnik, CEO of the Appleton, Wisconsin-based Career [RE]Search Group.
āCompanies have always kidded themselves that theyāve been good at recruiting because there were more people than there were jobs,ā Czarnik says. āCompanies were selling ice water in the middle of the desert.ā
Today, however, itās a job-seekerās market. sweet bonanza slot Fewer highly-skilled individuals are actively job searching, and thereās a massive demand for their talents.
Competitive pay is no longer enough to attract tech experts in software development, data analysis, cyber security and other fields. So, how do you attract them?
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Here are six powerful methods to attract tech professionals.
1. Understand your ideal candidate persona
Many hiring managers assume that writing a job ad is their human resources departmentās job. But HR doesnāt do those jobs, they donāt understand how to present them in an attractive way to tech candidates.
One simple tip? āEnlist your hiring managers and their top performers in those jobs to put their time into writing a job ad in the persona of their ideal candidate. Ask your top performer what they do, what are the outcomes, deliverables and sizzle about their job, thatās what needs to be in the job ad!ā says Susie Japs, managing director of Wejungo, a national talent strategy consulting firm located in San Diego.
When you write a job ad, Susie Japs suggests putting a draft in front of the highest-performing person in that role. Ask them to rate it on a scale of 1 to 5, 1 equals boring ā theyāve already stopped reading it ā and 5 equals compelling ā theyād consider leaving their current job if this ad were true. If they rate it anything lower than a 5, “your job ad is not on the mark.ā
Czarnik agrees that understanding your candidate persona is vital when creating a job ad. āDescribe the person you hope applies,ā he says, ānot the job you want them to fill.ā
Susie Japs reminds us that āYou should focus on how someone does/performs the job, not just what skills and experience they have. Remember, even if someone has the skills and experience required for the job that doesnāsweet bonanza free play t mean they will be a high performer in your company, culture and job.ā
2. Offer the right benefits
In the tech world, where pay tends to be higher than in other industries, a competitive salary is just one factor in attracting talent.
Czarnik believes that opportunities for growth, exciting challenges and problem-solving are the top benefits an IT company can offer. He puts it simply: āWhen people stop learning, they start leaving.ā Companies should emphasize that theyāre offering an opportunity to grow.
Susie Japs shares a powerful quote by Virgin Group Founder Richard Branson. āTrain people well enough so they can leave, but treat them well enough so they donāt want to.ā
You can do this by creating an equal playing field with your competitors, for example, if they provide three weeks of vacation, offering less can be a dealbreaker. Or if they offer career pathing, you better have that well documented and communicated as well.
She adds that āby 2025, 75% of the global workforce will be millennials and that generation oftentimes value flexibility, learning, culture-fit and vacation more than pay.ā
3. Showcase your employer’s brand
Demonstrate that your company is somewhere top talent wants to be by explaining the employee experience.
Susie Japs suggests telling stories of your most successful employees who have grown within the company. āHave them share their stories,ā she says, ānot in generalities.ā To go one step further, you can share employee stories through short videos.
Czarnik agrees that the best way to highlight your brand is to utilize your current employees.
āAsk your people, āWhatās one thing you didnāt know about our company before you got here, but now itās the reason you choose to stay?āā he says. Then, share their answers in your job posts. They sweet bonanza demo pragmatic might include flexibility, growth, exciting problems to solveāanything that aligns with your brand.
4. Try different recruiting avenues
If youāre relying on one or two traditional recruiting methods, you might be missing out.
Czarnik has a specific recommendation: LinkedIn Recruiter Lite.
āThink of it as a Google search for people,ā he explains. You can type in your desired parameters, such as location, industry and years of experience. LinkedIn Recruiter Lite will show you only the profiles that fit your requirements. From there, you can message each person directly to gauge their interest.
The service costs around $170 per month ā much more affordable than a headhunter, as Czarnik points out.
Susie Japs shares that for some positions, job boards are a good starting point, but only if theyāre specific to tech. āWho are you looking for? If itās a new grad, college partnerships, career counselors or job fairs are the way to go. But if itās a mid-to-senior-level engineer, then networking, referral programs, alumni associations or utilizing LinkedIn Recruiter Lite to reach out directly will be much more effective than posting a job ad.ā
What is one method she recommends? Networking. āMake sure your best people at your company are provided scripting and directions on how to reach out to their network. Imagine you ask your top 5 employees to reach out with a 5/5 rated job ad and networking script to their 500+ networks, that is direct access to the passive talent market, not the active job seekers, which is only about 18% of the market right now,ā says Susie Japs.
5. Stand out from the competition with job ads
Susie Japs and Czarnik agree that one way to stand out from the competition is to use a finely-honed job ad.
āI like to use a fishing analogy,ā says Susie Japs. āEven if you go to a lake where you know your fish is, but you do not sweet bonanza slot bring the right bait, you will not catch very many of those fish.ā
Job ads need to focus on whatās in it for the applicant. As Susie Japs says, in most cases, the potential employee already has a job and they arenāt looking. Theyāre thinking, āI donāt need another job. So whatās in it for me? Whatās the opportunity here?ā
Czarnik puts it another way: āIf you were dating, you wouldnāt list the qualifications, duties, tasks and responsibilities of your potential spouse.ā
He recommends addressing pain points by marketing your job opportunity like you sell your products or services. In other words, āConnect to the personās current unhappiness,ā he says.
6. Actively promote diversity and inclusion
Showing youāre committed to diversity and inclusion is critical in todayās hiring landscape.
Almost 80% of respondents to a 2021 CNBC and SurveyMonkey survey said that āthey want to work for a company that values diversity, equity and inclusion.ā
These days, employers are eager to recruit and hire a diverse workforce, but what exactly does that mean? It begins with defining diversity within the organization, says Susie Japs, and then proactively seeking out diversity during the recruitment process. āDonāt just post a job ad and wait until they come to you,ā she says. āThey may never even know youāre hiring.ā
Susie Japs recalled a client in the tech space who wanted to hire more women but had a man leading the recruiting process. āHow many female candidates do you think they ended up attracting and engaging? Only three,ā she says. āI suggested they have a female engineer write the job ad and be the first person to interact with their applicants. That was the game changer.ā
By utilizing the methods above, you will have a better chance of attracting talented tech candidates, sweet bonanza pragmatic play even in todayās challenging market.
Susie Japs also points out that a recent increase in tech company layoffs is good news for companies seeking tech hires. āItās a little unique right now with a lot of layoffs. Thereās a lot of really good talent floating out there that you could maybe get with a job ad ā if your job ad is rated 5/5, but donāt put anything less than that out there.ā
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