The challenges of recruiting in Tech: deciphering talent expectations

 

The observation: insufficient suitable profiles and increased competition

In the job market, the technology sector continues to reinvent itself. Jobs are evolving rapidly, with the proliferation of new trends (artificial intelligence, big data, connected objects, etc.), which sometimes makes it difficult to find suitable profiles. In addition, faced with the rise of tech giants offering attractive hiring conditions and exciting professional challenges, competition is becoming fierce for certain particularly sought-after positions.

To overcome these difficulties, some companies use specialized recruitment firms, such as a digital recruitment firm: specialists in recruiting digital profiles .

What talent is looking for: pull factors

To best meet the expectations of potential candidates, it is essential to understand what makes the difference between a company that attracts the best talent and another that fails to interest the desired profiles. Here are some key elements:

Stimulating professional challenges

Technology enthusiasts are above all looking for profes

sional challenges that will allow them to develop their skills while working on innovative projects. To succeed in attracting them, your company must therefore highlight the attractive missions or the new technologies used.

A pleasant and caring working environment

Providing a stimulating and dynamic professional environment is also crucial to attracting talent to the tech sector. Candidates are often sensitive to the working atmosphere, the balance of collaborative and individual spaces, as well as the presence of services (gym, canteen, etc.) that make their daily lives easier.

• Hourly flexibility : employees in the tech sector generally appreciate being able to adapt their working hours to their pace and personal constraints. The presence of teleworking systems can also be a plus.
• Autonomy and management method : digital talents often seek to work autonomously, with clear responsibilities and a participatory management method. They favor an agile structure rather than a hierarchical one.
• An evolving career plan : candidates generally want to be able to flourish within a company that offers them the opportunity to progress professionally and access positions of responsibility.

Highly promote your employer brand to stand out from the crowd

To successfully attract the best talent, it is essential to highlight what makes your company unique and attractive to potential candidates.

Communicate about your corporate culture

Effective communication around your corporate culture will allow candidates to project themselves into your work environment and appreciate its values. It is therefore important to take care of your brand image, particularly on social networks, where talent is easily accessible.

Highlight your successes and testimonials

Past successes and innovative projects carried out by your company can be excellent ways to sell your employer brand. Discuss them where possible, mention them on your website or share news articles on these topics.

Likewise, employee testimonials are a valuable way to show well-being at work and the fulfillment of your team. You can present them in the form of interviews, videos or even reviews on platforms dedicated to business evaluation.

Offer advantageous conditions

Competitive salaries , benefits in kind (mutual health insurance, meal vouchers, company car, etc.) or even continuing training opportunities are elements that will be taken into account by candidates when they make their choice.

Finally, profit sharing schemes and other variable remuneration systems (bonuses, bonuses, etc.) can also help to retain your employees over the long term.

Be responsive and adaptable to market trends

Given the very evolving context of the technology sector, it is essential for companies to remain attentive to the expectations of their talents and to be able to quickly adapt their recruitment strategy. Being an attractive employer in the tech field cannot be improvised and requires putting in place a real HR policy that takes into account the aspirations and particular needs of these profiles in high demand