Attracting entry-level talent to boost tech recruitment

According to a recent report from Totaljobs, 54% of employers have struggled to hire entry-level talent over the last two years.

In spite of this, CWJobs’ research has found that there’s still a huge talent pool of young tech workers for companies to recruit from.

Our report finds that over two thirds of young adults (67%) are considering a career in tech as they search for a good salary (45%), an exciting industry (36%), and good future prospects (35%).

Likewise, recruiting talent from non-tech backgrounds, who already have tech skills, can help employers fill gaps quicker, especially when training is provided.

The Tech Talent Attraction Toolkit

To help employers reach, engage and nurture entry-level talent, we’ve created the Tech Talent Attraction Toolkit, which can be downloaded from our landing page.

The actionable advice contained in the toolkit offers real value to recruiters who want to widen their hiring pool and find candidates who are motivated to improve their skillset.

In an exclusive video, Kimberley Cook, Software Developer, and Director at codebar shares her insights for employers who are looking to sharpen their tech recruitment strategies.

In the video, she discusses how she entered the tech industry, the hallmarks of a great tech employer, and the skills she looks for in tech candidates. She also shares advice on how to attract passive candidates, and discusses the importance of building diverse teams.

The Toolkit contains two ‘Day in the Life’ videos featuring an Azure Specialist, Hosanna Hali, and a Software Developer, Mash. Both experts provide insights into what entry-level talent is looking for, what each role involves, and the skills and qualifications required to secure an entry-level role.

Additionally, we have put together valuable advice from our tech influencers to create a top tips guide to help you attract entry-level talent and drive hiring success.

We’ve also included two comprehensive job guides for an Azure Specialist and a Software Developer, outlining the skills, qualifications, responsibilities, and future career prospects of each role.

Widening the tech talent pool

CWJobs’ internal statistics reveals that in 2023, the most in-demand tech skills will largely be digital. As digitisation continues to take hold across the wider business landscape, almost every industry will come to rely on tech expertise.

This provides recruiters with the opportunity to hire from a wider talent pool by attracting entry-level talent from industries like finance, medicine, and retail, where technology is playing an ever-increasing role.

Although London is typically seen as the hub for tech and digital skills in the UK, a recent survey conducted by Mason Frank International found that more than half of tech professionals who are thinking about moving to the UK, would consider choosing a city outside of London.

The report found that 54% of respondents would be open to pursuing opportunities in cities like Newcastle, Liverpool, and Leeds. Therefore, employers would do well to consider widening their search for entry-level talent outside of London, as candidates can also be found in smaller cities.

The importance of employer branding and flexibility

To attract entry-level talent, companies need to have a strong employer brand. Recent research from McKinsey found that the top drivers for employees leaving an organisation are a lack of belonging, or feeling valued at work.

As such, companies need to ensure that their values align with those of the talent they want to attract. They also need to offer the type of benefits and recognition that make entry-level talent feel valued.

Our What Tech Workers Really Want report finds that flexibility, financial benefits, and career progression are top priorities for tech workers.

Flexible working in particular, can be a big draw for entry-level talent applying for tech jobs from other backgrounds, as the sector is well suited to remote working.

This is also reflected in Randstad’s 2022 Employer Brand Report, which finds that nearly half (47%) of the IT workforce feel that their employer should offer flexible working.

Providing career progression

Candidates from non-tech backgrounds who are looking to enter into the industry, need to know that a company will support their career progression.

According to a recent survey from The Harris Poll, 70% of employees say they’re at least somewhat likely to leave their current company for one that invests in employee learning and development.

Companies need to develop training and upskilling programmes to ensure that entry-level talent will be attracted to a role in the first instance, and then be able to develop the skills that will advance their career in the future.

Changing the onboarding mindset

Employers often have the perception that hiring entry-level talent is a long-term strategy because of the training involved.

However, many candidates who are looking to move into the tech industry already have a high skill level, and are often more experienced than expected.

For example, due to the availability of coding bootcamps across the UK, candidates may have already undertaken coding training, which could prove to be a valuable asset to existing tech teams.

Download our Tech Talent Attraction Toolkit and access:

Day in the life of a tech professional videos:

• Hosanna Hali – Azure Specialist
• Mash – Software Developer

Exclusive Interview with Kimberley Cook – Software Engineer and codebar Director, who shares invaluable professional advice to sharpen your recruitment strategy.

A Top Tips guide: Detailing how employers and recruiters can attract entry-level talent and drive tech hiring success.

Job Guides: (Candidate content – These will only be available on this page, and social media, not via the campaign website)

These guides clearly explain to candidates the roles of an Azure Specialist and a Software Developer, explain the courses/bootcamps tech candidates could undertake to get a similar role, the expected salary, the responsibilities, pathways to progression and much more.