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The IT Director’s Hiring Cheat Sheet: 6 Ways to Attract Top Talent

Attract top talent in IT

If you’ve felt like it’s been hard to find new tech talent lately, you’re not alone. IT recruiting has been an uphill battle for employers, with inflation causing increased salary requirements and a high number of competing offers for IT professionals meaning its getting harder to attract top talent.

With increased competition, the benefits and compensation you offer is the first step in getting more candidates in the door. In order to stand out among the pack and provide a compelling offer, you have to bring more to the table than just free snacks and coffee. Candidates are looking for companies with strong values and benefits that demonstrate respect for their employees.

6 ways to stand out and attract top talent

Here are six things to consider the next time you’re looking to bring in and attract top talent in IT:

1) Offer a competitive salary

Salaries will have wide ranges based on numerous factors, such as your location, job title, work experience, and more. Before listing a job, it’s important to conduct a competitive analysis of salaries around your area and within your field to see where you stand.

With sites like Zippia, you can search the job title (along with any other relevant titles) and pull average salary info based on location. Armed with this knowledge, you can make a salary decision that will give you a leg up on the competition.

2) Get creative with your benefits package

When you think about benefits, many companies usually think about the standard benefits packages – health insurance (including dental and vision), paid time off, parental paid leave, and retirement benefits. But, as candidates find themselves with a variety of companies to choose from, a unique benefits package is a great way to stand out.

Some options may include:

  • Internet or phone plan stipend for remote employees
  • Company-wide mental health days
  • Fitness reimbursement
  • Ergonomic desk accessories, such as a standing desk
  • Annual performance bonuses

3) Flexibility to work remotely

According to research conducted by Bowman Williams in 2021 (PDF), 68.57% of MSPs surveyed planned on embracing the work-from-home model.

This emphasis on remote work is echoed in Owl Labs’ 2021 State of Remote Work report, where we find that 57% of employees that have returned to the office prefer working from home. And 1 in 4 total respondents would quit their job if they could no longer work remotely after the pandemic.

When hiring new employees, it’s important to expand your horizons and open up the potential of remote workers. Plus, as an added benefit to your organization, you have the opportunity to choose from a much wider talent pool and attract top talent.

4) Convey your company’s culture and mission

As the job market becomes a battleground for companies looking for top talent, candidates are looking not only at the benefits an organization can provide, but how the organization operates.

Candidates can be more particular in finding a company culture that fits their morals, values, and needs. With a powerful mission statement and unique company culture, candidates may be more likely to want to invest their valuable time into your organization.

5) Create a plan for comprehensive career growth

Candidates want to know that the organization they’re working for is looking out for their best interest, which means more than just the day-to-day benefits you may provide. Most candidates are looking for opportunities to grow their career, whether that’s through direct promotions or extensive learning opportunities.

Be as transparent as possible about the paths to growth within the company, especially if your organization has placed an emphasis on promoting from within.

6) Communicate any unique on-the-job opportunities available

Does your organization offer training programs or certifications for a very niche IT function? Do you have established, well-functioning workflows that may enhance the IT experience? Will this new hire be able to work with any new and innovative technology?

IT covers a broad spectrum of specialties, from cybersecurity to database administrators, and candidates are often looking for experience that will help them grow within their desired specialty. By providing them a look into the unique experiences that your role can provide, candidates will be more likely to apply.

Get additional tips, real-world examples, sample job descriptions, and more

Needless to say, hiring new employees and attracting top talent can be a massive undertaking, and this is just the tip of the iceberg. Attracting talent is just the first step in a very long journey. If you’re hiring IT talent and looking for more advice, check out our new IT Hiring and Retention Guide.

This guide comes with a variety of tips on how you can attract — and keep — more tech talent along with working templates and resources:

  • Example job descriptions
  • Sample interview questions
  • And more!

Next Steps

For MSPs, their choice of RMM is critical to their business success. The core promise of an RMM is to deliver automation, efficiency, and scale so the MSP can grow profitably. NinjaOne has been rated the #1 RMM for 3+ years in a row because of our ability to deliver an a fast, easy-to-use, and powerful platform for MSPs of all sizes.
Learn more about NinjaOne, check out a live tour, or start your free trial of the NinjaOne platform.

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