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Employer brand

What Techies Want to Hear Before They Work for Your Company

Clare Hopping

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Creating the perfect employer brand will certainly help attract the brightest technical talent, but what is it exactly that techies look for in an employer?

Fast Company recently published some useful tips on upping your company’s appeal to tech-savvy job-seekers. This particular group of individuals is always high in demand, meaning that they usually have their pick of employers and tend to think long and hard before choosing the brands and benefits they feel are right for them.

Based in the US, Fast Company points exclusively to global brands as case studies in their piece – but for a more local approach, we’ll take examples from the Times Top 100 list of best employers to see how they promote their employer brands to the top young talent in tech.

Although not exclusively operating in this field, these companies share similar priorities when seeking out talented programmers – they too need the DBAs, web developers, and coders who will drive technical operations and help them compete with a crowded field of digitally savvy businesses.

Here’s a quick rundown of Fast Company’s three-point plan for plugging in the hot technical talent, with the geographic scope narrowed down for your benefit:

Offer Plenty of Information Upfront

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Candidates want a clear job description – especially tech job seekers, given their very specific talents and qualifications. Be fully transparent from the get-go about the specifics of a position by including the details of compensation and benefits along with a comprehensive breakdown of expected tasks and responsibilities.

Offering a few lines on opportunities for progression and career advancement is also a huge plus, and Top 100 employer Bravissimo gets this right. HR Director Laura Meneaud tells HR Week that companies can succeed on this front “by spending time at the recruitment stage to give them a good insight into the role and culture.”

In short, getting things right at the beginning of the process improves the overall employer brand and helps you retain talent.

Employee Stories

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Fast Company suggests pointing to current employees as examples of how well your HR strategy has worked in the past. By retelling an employee’s specific, relatable story you essentially turn your existing staff members into brand ambassadors, as job seekers get to take a sneak peek at your company culture. Times Top 100 winner Halfords does this fantastically on their website, with both standard profiles and professionally edited videos that highlight all of the opportunities available to its workforce.

Help Them Make a Difference

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People want to feel like their contributions to the workplace matter, whether this means working on an exciting company-wide initiative, developing an innovative new product, or helping make life easier for fellow employees or customers. The most motivated staff are those who feel their work is meaningful, even if the meaning comes from outside the work environment.

Take Beaverbrooks, for example, where each team chooses a local charity to support, and all fundraising efforts by the staff are matched with a donation from the company. Employees can even volunteer on company time, offering a great balance of teamwork and individual pet projects.

Beaverbrooks also gets top marks for the “careers” pages on its website, where job descriptions and benefits are clearly laid out and job seekers can quickly learn about how their charity work can make a difference at the company.

There’s also a selection of encouraging employee testimonials, which outline clear progression paths and act as a source of motivation and inspiration for potential candidates. Here’s to Beaverbrooks for hitting all three points of building a positive employer brand.

You don’t need to be Google to attract the most talented techies out there – trendy offices and open bars will only get you so far. In the end, Millennial candidates want to know exactly what they’re signing up for, see that it’s working for other people just like them, and feel confident that they’re doing a job that’s “worthwhile.” Hit the mark on all three and you’re well on your way to cultivating a new crop of fresh, exciting talent.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.