How to build a successful tech candidate attraction strategy

With COVID-19 restrictions having eased significantly in the UK, tech candidates are ready for a change. CWJobs’ latest research reveals that 43% of tech workers are considering making a career move to a new role in 2021, and 29% are considering the same in the near future.

Now is the time for employers to futureproof their business by building an effective candidate attraction strategy. Companies can benefit from tech workers’ current interest in seeking out new opportunities by making themselves visible, investing in their branding and embracing flexibility.

Maximise visibility to candidates

Our latest research finds that 62% of tech candidates have their profile open to recruiters and hiring managers on professional networks. In order to be seen by candidates, companies need to have a presence on social media, industry job boards and online events.

Companies should use relevant social media channels to advertise job opportunities and encourage active tech candidates to get in touch for an informal chat about the role. Demonstrating this level of accessibility to candidates can help build trust and increase job applications.

Likewise, national job boards like CWJobs enable companies to create profiles and share their content to find quality candidates. Our research finds that just over half (51%) of tech candidates keep their profiles updated on job boards – even if they aren’t actively seeking a new role. Showcasing company benefits as well as learning and development opportunities can turn the heads of passive candidates and encourage them to apply for positions.

CWJobs’ recently-launched Equality Boost programme also offers targeted programmatic advertising that helps companies increase diversity and reach a wider talent pool.

Communicate brand values

Communicating brand values in marketing collateral and in job adverts provides candidates with an insight into what a company stands for, and what it might be like working there. It also helps candidates decide whether their career goals are aligned with the company’s objectives.

Incorporating brand values into job adverts requires more than just listing a set of beliefs that match the brand. Recruiters need to ensure that a company’s values are properly translated. This means paying attention to the language that’s used in adverts, the employee benefits that are being offered, and the opportunities that are being advertised.

For example, if transparency is a key value, recruiters should use unambiguous language, be open about salary ranges and clearly outline what learning and development looks like within the organisation.

Spark interest with great employer branding

Our report finds that 81% of tech workers agree that a company’s reputation is an important factor when applying for a job. As such, employers need to pay attention to how they’re perceived online. Companies need to communicate their unique selling points to stand out in the competitive tech sector.

Across all marketing, and especially on websites, employers should communicate why their company is a great place to work. Our research reveals that the number of tech job seekers who look at employers’ websites has increased by 7% since last year (36% in 2021 vs 29% in 2020).

We might surmise that tech candidates are doing more research into companies before applying for roles. Employers therefore, need to ensure that their brand values are up to date and that their corporate messaging is consistent across all campaigns.

Likewise, engaging with online reviews, interacting with candidates on social media, and being active on job platforms provides companies with the opportunity to maintain communication with job seekers.

Embrace flexibility

During the pandemic, every company has had to embrace flexibility in some way. Whether setting up staff to work from home, or pivoting service offerings, being open to adapting is key to futureproofing a business. Our research reveals that 37% of candidates would consider jobs that allow them to split their time between home and the office, and almost one third (32%) look for companies that offer flexible working opportunities.

To build a successful candidate attraction strategy, companies should continue to provide remote working opportunities to attract a wider talent pool. Highlighting flexible working in job adverts and across social media demonstrates that a company cares about work-life balance and employee wellbeing. Likewise, work-home-from opportunities can attract skilled workers from remote locations, as well as carers and people with disabilities, who may not be able to travel for work.

When organising interviews, employers should be flexible with dates and times and provide candidates with the option of interviewing online, rather than face-to-face. Being flexible creates a positive impression and can encourage candidates to apply for roles with a company in the future.

For more unique insights into how to build a successful candidate attraction strategy, download our guide Decoding job search trends – How to boost tech candidate attraction in 2021 and beyond. Inside, you’ll learn how candidates are now searching for roles, why employer branding is more important than ever, and why recruiters need to adapt to what candidates want.