IT Talent Recruitment - A Guide To Finding Top Talent | CDL
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IT Recruitment Guide: How to Attract and Retain Top Talent

With the global pandemic resulting in an increased reliance on remote working, recruiters and businesses alike are realising how important IT teams are in keeping organisations running.

Those working in IT will know how competitive finding top talent can be. And, now that the rest of the world has woken up to how much of a role IT teams can play, that competition could well become fiercer over time.

As an IT leader in a market that’s driving much of the innovation and business development right now, you have a responsibility to attract, develop and retain a swathe of talented individuals. So how do you go about attracting the right people and getting them to stick with you?

Here, we’ll answer just that, presenting you with an IT recruitment guide to help you assemble a team of adept IT professionals, as well as how to turn them into the trailblazers of tomorrow.


Kicking off your search

Know what you’re looking for

Looking for new talent means you’ve a need that requires fulfilling, so make sure you know what it is you’re looking for and why. Doing so will serve you well when it comes to creating your job descriptions, allowing you to be more precise, outlining the salient stuff, and doing away with the irrelevant information.


woman looking at data on computer


Highlight your strengths

The right talent will want to work for the best companies. If you’re a business with a good reputation, then the legwork in this regard has been done for you, but it’s a little tougher if you’re a smaller company or a start up.

With that said, every company has strengths and benefits they can offer to employees (and potential hires). If there’s a particular project your team is working on, then mention that the new hire will work on it at the initial stage of the recruiting process. Explain what kind of project it is and why it would be of interest to other candidates, as well as the effects it will have in and outside of the company.

Stressing such things sets you apart from your competition and shows the candidate why this might be a great opportunity for them.


agreement infogaphic

Know what they want

Knowing what your candidates are looking for and clarifying how they’ll be considered is a large part of successful recruiting. Weigh up the following things when you’re planning to hire:


photo of legs of candidates for a job


Refine the interview process

Right now, the interview process is a little different from normal, so why not use this time to refine things to make it smoother for both you and the candidate? Candidates are already stressed and nervous enough as it is, so aim to make things a little friendlier by doing the following:


Make the talent want to come to you

One of recruitment’s most challenging aspects is creating a company image that candidates will flock to. If this is something you’ve struggled with previously, try the following tips:


photo of businesswoman


Retaining your top talent

Hiring the right people isn’t enough. You have to ensure that their talents are nurtured in a way that helps them to grow both personally and professionally. If turnover has been an issue previously, then bolster your hires’ potential and wellbeing with the following:

Provide them with learning opportunities

Creating an environment that allows employees to learn can be inspiring and engaging. Ensure you’re investing in each employee’s development and helping them to achieve their career goals with the following:


colleagues talking to an intern


Give their work meaning

Employees who know their role’s purpose and how they contribute to the company’s goals and ethos feel more committed. The work delivered by passionate individuals creates clarity, drive and contentment in themselves and others. If their work has meaning, they’re more likely to stay with you and contribute to the company’s success.

Make sure you’re inspiring employees with vision and by articulating a clear purpose. Bonuses, stock options and raises are all well and good, but shouldn’t be solely relied on. Work that brings purpose and meaning to employees is becoming more important than a title and competitive pay cheque.

You can do this by trying some of the following:

Create a culture that promotes value

By doing the above, it logically follows that your team culture will become one that values employee growth from within. A promote-from-within culture supports career opportunities, leads to higher engagement and retention, and keeps a potential leader pipeline with strong internal candidates.


man smiling on the phone


By going the internal hire route, you’ll need a learning programme to help them develop in-demand skills. These kinds of programmes help them to gain competitive hard and soft skills, further nurturing your hires to become leaders later down the line.

Employ managers committed to growth

Leaders with technical and business skills are good, but managers who can do both of those things and also boost morale and guide others’ careers are better.

Strong managers attract candidates and drive performance, engagement, and retention, playing a massive role in achieving the business’ goals. Conversely, poor managers can be costly, putting a dent in the company coffers through repeated turnover costs.

Hiring strong managers is a good start, but ensure they stay committed with the following:


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