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Der Wettbewerb um junge IT-Talente im Zeitalter von Google und Facebook


With the perks, pay, and prestige offered by leading tech companies, how can your organization snag awesome IT talent?

With the perks, pay, and prestige offered by leading tech companies, how can your organization snag awesome IT talent?

Recently I attended a conference where a panel of seasoned CIOs discussed their top priorities for the next year. Security, sustainability, and digital transformation all topped their lists. But the hottest topic of discussion was…IT talent recruiting.

In der heutigen extrem vernetzten und digitalisierten Welt braucht jedes Unternehmen ein hervorragendes IT-Team, das seinen Mitarbeitern Tools zur Verfügung stellt, die die Produktivität erhöhen. Das ist eine große Aufgabe, die zu einem erbitterten Wettstreit zwischen den führenden Tech-Giganten wie Google, Facebook, Amazon, Apple und Salesforce geführt hat. Viele Fachleute sind sich einig, dass wir heute das bislang schwierigste Umfeld für die Einstellung von Talenten im technischen Bereich haben.

The average time to hire an IT person can be anywhere from two to three months to an entire year, depending on the position. And starting salaries, even for junior employees, can reach into six figures (not counting signing bonuses and stock options). The competition is immense!

So how can your organization compete against the massive salaries and innumerable perks offered by these tech titans as you search for top IT talent?

Here are five quick tips to give you an edge:

1. Sell Your Meaning and Purpose

In den letzten zehn Jahren haben viele Berichte die Millennials (die größte Generation in der heutigen Belegschaft) als narzisstisch, unzuverlässig und illoyal bezeichnet. Betrachten Sie diesen Mythos als widerlegt.

Recent studies indicate that Millennials pursue careers with organizations that instill a sense of purpose, provide growth opportunities, and show clear evidence of their impact—values that are sought after in all age groups

When meeting with prospective employees, drive home your company’s mission and vision and emphasize the impact that they, as an IT employee, can have on the success of the organization. IT talent will be drawn to the idea that they can actually make a difference—something that’s much tougher to accomplish at a larger, flashier organization.

2. Machen Sie aus Ihrem Team eine Trainingsmaschine

Junior IT staff often need extensive on-the-job training to become marketable…so open up and share your expertise with them!

Developing an internship program is one great way to create a quality pipeline of dedicated, well-trained IT staff for your business. By the time the newbies blossom into IT Pros who are marketable enough to be hired away by other companies, they’ll have built loyalty to your cause and your company.

Alternatively, consider recruiting people from the other end of the age spectrum. They may not be as savvy in the newest technologies, but every great IT pro loves to learn. And once they do, they’ll be committed, loyal employees who can provide great mentorship to incoming younger IT talent.

3. Make IT Team Members and Your Executives the Face of Your Recruiting

When IT candidates are recruited by Google, Facebook, and other tech giants, they face a labyrinth of recruiters before getting any time with potential colleagues or leadership.

Having members of your IT team reach out to candidates and making your executives available to them during the recruitment process is a huge differentiator, and something they’re definitely not getting from the big guys. You—and your company—will stand out as more personal and relatable.

4. Promise (and Deliver) Greater Opportunity for Career Growth

IT-Mitarbeiter sind dafür bekannt, dass sie ihre Karriere ernst nehmen. In einem größeren Unternehmen, in dem die Rollen viel klarer definiert sind, sind die Chancen, dass ein Bewerber viele Aufgaben übernehmen, mit mehreren Teams zusammenarbeiten und mit der Führungsebene in Kontakt kommen kann, gering. Aber bei IHREM Unternehmen könnte ihnen die ganze Welt offenstehen.

Machen Sie die berufliche Entwicklung zu einem festen Bestandteil der Kultur und der Erwartungen Ihres Teams. Heben Sie dieses Programm im Einstellungsverfahren hervor. Wenn ein talentierter IT-Bewerber einen klaren Weg zum beruflichen Aufstieg in Ihrem Unternehmen sieht, tauscht er Vergünstigungen und ein höheres Gehalt gegen eine schnellere Karriereentwicklung ein.

5. Speed Up the Hiring Process

It’s a simple matter of logistics—the first offer received is the one most likely accepted. How can you make this often bureaucratic process more efficient? Lean on technology here.

For example, a powerful document productivity tool like Nitro can make reviewing resumes and getting offer letters signed a matter of hours, as opposed to days or even weeks.

When you can fast-track your recruitment process, it shows the candidate that you value them and are willing to go the extra mile.

Hopefully, these essential tips will help you attract great IT talent. And remember: to hire and retain valuable employees, it has to be a two-way street. If they’re more excited about snacks and napping pods…they probably aren’t the right fit for your team. Let them go to Google, and snap up someone instead who gets excited about the work itself. Trust me, they’re out there!

Do you have tips or stories about competing for IT talent with  Google, Facebook, and others? Share them below!

P.S. – Browse open roles at Nitro – we’re competing for top talent just like you!

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