In good news for recruiters with a zero-tolerance approach to boring events – JobAdder collaborated with General Assembly to put on an industry expert-led open panel discussion.
Held at Vivant’s beautiful HQ, the discussion was moderated by GE’s Global Employment Brand Leader Victoria Redman and the theme was ‘Talent Acquisition Strategies.’
There was a unanimous sentiment amongst the panelists that the strategies for attracting and retaining digital talent are changing, and even that the term ‘digital talent’ is being redefined.
In fact, our very own panelist Brett Iredale revealed that after the last JobAdder event he hosted – during which he spoke about JobAdder’s company culture – he received two job applications from members of the audience. Go figure!
In a nutshell, here’s what recruiting and retaining top digital talent does NOT look like anymore:
1. Digital skills are no longer niche skills
As Brett revealed, JobAdder doesn’t even put the term ‘digital’ in job titles for all employees; digital proficiency is an assumed trait for roles in tech companies and the same goes for an increasing number of workplaces.
2. People engage with people, not with Careers Pages
Instead of expecting candidates to diligently follow your company’s Career Page, a smarter way to catch the eye of top digital talent is to produce engaging content and events that resonate with them. A strong social media presence that reflects your company and culture is much more persuasive to potential employees than the average job ad, and will perfectly round off your recruitment strategy.
3. Recruiting shouldn’t just be up to HR
Everyone in a workplace is responsible for proactively noticing and putting good digital talent in front of their business when they see it. As panelist Matthew Watkins from Fairfax Media pointed out, good candidates aren’t always actively job hunting and when they are, they don’t stick around on the job market for long!
4. Good talent isn’t just local talent anymore
More and more, companies are looking beyond their backyard to find talent. Those that are open to hiring talent interstate and globally have a wider talent pool than their competitors with restrictive hiring policies. As Brett confirmed firsthand, offering employees work flexibility is an extremely effective staff attraction and retention mechanism.
5. Make digital talent feel at home
Tech startups are popping up faster than you can say Silicon Valley, and they’re attractive to digital talent.
For companies that don’t operate on the same scale as a typical startup, like Fairfax Media for example, they can still emulate the most attractive parts of one. Matthew recounted that Fairfax Media appointed a number of specialised heads of department within their digital team in order to recreate the collaborative, close-knit culture of a startup.
6. More people, less interviews
Panel member Sascha Gray from Hired pointed out that if companies involve more key players early on in the interview process, so that fewer interviews are needed overall, they can save time and energy, and secure great digital talent even faster!