Firstly, lets define what the top 1% look like in the IT job market. Not that easy to do. To hire the top 1% means different things to different people. The more niche your requirement is the easier it is to define. But harder to find and attract. The top 1% will generally have similar traits. 9 times out of 10 its passion and willingness to learn. Take a Software Engineer for example, they do not code to earn a wage. They code to make a difference. Its that passion that makes them truly a top candidate. It’s the same passion that gives them the skills and knowhow to trump the rest.
To hire the top 1% of IT Talent, again the best Software Developers don’t over think things. They simply can programme really really well. They generally know why it works and don’t stop when something finally works. Its focused and disciplined job, so attention to detail and working with precision are key. Good software engineers also don’t call it a day if it happens to be 6pm on a Tuesday, they generally don’t stop until their code works and they can explain exactly why it works. Good Software Engineers also are curious, love building things and changing the world in general. Ill go into these in another blog. For now, we have a decent idea what makes the best Engineers.
Now you have to consider the environment a Software Engineer will work in, are they surrounded by like minded people. Are there smarter people in the business they will learn from but will also give them space and autonomy to get on with the work, there is no point hiring a smart Engineer to tell them what to do. You have to allow the best talent do what they do and seek guidance when needed. Its also important to take into account the culture, the processes in place and have distinct reason for doing the work.
As a business it’s so important to create that tech driven culture. If you want to hire top IT talent and fill those IT jobs that are , let’s be honest hard to fill.
Our top 3 tips to hire the top 1% globally.
- Have a Software technology is at the forefront of the business, this is proven time and time again that if there is a strong culture it leads to higher levels of productivity.
- Its critical the business embraces innovation, growth and defined strategy for continued development.
- If you can’t show/prove the business has a talented workforce at all levels you have little hope in attracting (never mind retaining) the top 1% of Software talent in the market.
Salaries will come into effect also, if your business is not offering all the bells and whistles of a Google or Facebook then its important to show why the Engineer should join. New entrants to the market typically pay 10-20% over market value to attract the top Software Engineers when in reality its not the be all and end all, its all about what ive mentioned above.
When I work with companies that are not the house hold name of an Amazon then its all about the journey, the product and what will the Software Engineer get out of there time there.
- Define the type of developer you are looking for in terms of skills and qualifications.
- Craft the right job description. Use words like passion, willingness to learn etc
- Know what the talent wants. For example, are top Software Engineers going to work on boring maintenance jobs. Perhaps not. Be specific about what you want them to do.
- What the best method to attract the talent and making them feel wanted. Does a 2 day technical or coding test give people a reason to join you. Perhaps not.
- define your Interview process. Have your best interviewers and Engineers attend. Showcase your current talent.
- Evaluate each candidate in the same way. Have 5 things you want, and 5 things you want them to learn in mind.
If you are struggling to hire top talent that lasts, do get in touch.
Do also explore some of our other blogs, such as our blog on wage inflation or if you want to know a little more about what we do, please check us out now.