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Attracting IT talent in highly competitive markets

Laura Ilioaea

Tech talent is the most sought-after resource in business today. But that doesn’t mean it’s easy to find it. It is harder than ever to attract top technical talent. So how do you stand out from your competitors? The answer lies in understanding where your competition is falling short and knowing what sets you apart from them as an employer.

Understand the big picture

In a highly competitive market, tech talent is in high demand. While you may have found a gem who can bring your company to the next level, they might not be around for long as tech talent is often difficult to retain and even harder to find.

But why? Let’s take a look at some of the main reasons:

  • Tech talent is in high demand – The tech industry has been booming over the last few years and this trend isn’t slowing down anytime soon. Every business needs a tech department or company to run smoothly; therefore everyone wants an excellent one!
  • Tech talent can be hard to find – Not only do people want a great team member but they also want someone who specializes in different fields within IT. With so many specialized jobs out there it can be hard for companies like yours that need just one person with multiple skill sets because then there would be no one left over from other companies!

Here is what you can do:

Get competitive

You need to be competitive with salaries, benefits, and perks such as the work environment—the hours are flexible, there’s no commute and everyone works from home—and with the work itself. After all, if the job for which you are hiring is difficult or badly aligned with your interests and skills, or if it doesn’t get people excited it’s going to be hard for anyone outside of your work circle to see how great it is.

Think small

Smaller companies are less likely to offer the same kind of perks as their larger counterparts, but they can provide more flexibility and opportunities for advancement and learning. Additionally, smaller organizations often have the luxury of being able to take on riskier projects that a larger company might not want to take on due to risk mitigation concerns—and that means better chances at bigger wins! 

Also, smaller organizations tend to focus on creating a strong culture where employees are valued. This fosters an environment where employees feel like they’re making meaningful contributions and getting something out of their work beyond salary and benefits. This gives them incentives to not only stay with your company long-term but also to become advocates for other job seekers who may be looking for similar reasons why working at your particular organization would be worth considering over others.

Offer a better package

Now that we’ve established what you should offer, let’s look at how much it will cost. As with most things in life, the best way to attract talent is by offering them more compensation. Often startups deal with not having enough funds available to give an employee a big raise or increase their salary all at once. However,  there are other ways of attracting top talent without breaking the bank: flexibility in scheduling and benefits packages are two examples of less costly options for making your company stand out among competitors. Also, consider offering a better career path than your competition could provide; doing so will allow employees to grow within your organization rather than leaving for greener pastures outside of it!

Convey your organizational culture

Building a genuine and authentic culture for your company takes time and effort, but it is well worth the investment. Once established, allow enough time during the interview process to explain your organizational culture in detail and to allow potential employees to get to know who they’d be working with daily. These steps will assist people in visualizing their future working environment — and ultimately deciding if it is where they want to be.

Seek professional advice

By partnering up with a recruitment consultancy, you’re getting exclusive dedicated time and resources for your recruitment process. All you need to do is set up the dates, expectations, and desired results to ensure that the process goes smoothly and is attainable. Onboarding a tech recruiter means that you will have someone on your team who can easily build relationships with professionals, and demonstrate their understanding of your company, the values it goes by, and the talent market you’re interested in. Your tech recruiter will line up interviews with candidates that are a fit in terms of personality and values, not just skill level and experience which ultimately yields higher hiring rates.

If you’re struggling to find top tech talent for your scaling company, get in touch with us. 

Laura Ilioaea

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