At the recent Oracle HCM Users Group global conference, we posted a “Question of the Day” on a colorful board at the Scout Lounge for attendees to share their opinions on some ways to hire the most qualified IT talent. Here’s what they said.
College to Career
Many professionals mentioned the crucial link between the educational system and recruiting talent: “Build relationships with colleges that are teaching the skills you want to hire,” “reach out to K-12 schools to influence children to consider STEM careers,” and “offer scholarships and internships.”
Build your company’s reputation with students before they even start job hunting. Find inroads to higher education — maybe a case study for a class to use, or a work-study program — to familiarize potential future employees with your company’s resources and accomplishments.
Look Beyond the Tech Brain
Be very detailed about the specific responsibilities of a role in the job description. We at Scout have learned that clearly defining upfront what we are looking for and what we offer really pays off, as our employees tend to be well matched to our culture and needs.
In addition, don’t hire strictly for software knowledge — which can be trained — but also prioritize soft skills (such as analytical, out-of-the-box thinking). IT talent such as software engineers, Web developers, database administrators, and network admins prefer descriptions showing that employers value their individual personality, expertise, and problem-solving ability.
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Invest in Employee Satisfaction
Respondents consistently mentioned that employers need to be totally honest about work-life integration and generous with flexible work agreements. Companies should go well beyond offering remote work and unlimited time off, which are becoming more common benefits.
IT pros are looking for more than just a place to use their in-demand tech skills — they want to work where they can learn and grow … where there are opportunities for their skills to be improved through training and collaboration.