There’s a well-known saying that necessity is the mother of invention (and a lesser known saying that MacGyver is the father, but we can debate that later), and that certainly seems to be true when it comes to IT hiring managers’ struggle to recruit highly skilled employees.
As a follow up to a previous post about seven companies that have come up with new and innovative ways to recruit technology talent, here are seven more companies whose inventive recruiting practices are helping them attract and retain highly skilled and highly driven technology workers.
- Squarespace gives candidates a mini-vacation: As part of its recent “Be a Part of It” campaign, tech startup Squarespace offers prospective design and engineering employees a free, all-inclusive weekend getaway in New York City, where they can interview at their SoHo location. Here’s the kicker – even the candidates’ significant others are invited.
- Citrix continuously recruits: Citrix knows that sometimes the right candidates come along at the wrong time. Though they may not have an immediate need for all of the candidates who are interested in their company, they know an opportunity could present itself in the future. So to ensure good prospective employees don’t get away, Citrix invites candidates to join their talent network, which enables them to stay connected with candidates and keep them informed of opportunities as they arise.
- Twitter uses Twitter: Sure, it may seem as if Twitter has the home field advantage when it comes to attracting candidates on the site, but Twitter’s just like any other company trying to recruit via social media – the company has just figured out a system that works for it. (Fortunately, Twitter’s recruitment strategy is easy to replicate.)
- Intel provides the ultimate applicant experience: To ensure candidates are fully informed about the application process, Intel provides a thorough overview of the hiring process – from job search and application to interview to job offer – complete with tips for finding and landing a job with the company. There’s even a dedicated ‘candidate help desk’ to answer questions from job seekers.
- eBay lets employees do the selling. One could imagine how cool it would be to work for eBay, which provides great benefits and ample career growth opportunities – or they could go straight to the source – eBay’s own employees. eBay’s career site features several employee stories – from various departments – so prospective candidates can learn firsthand what makes working at these companies so great.
- Netgain uses its size as a selling point: Netgain is proof that it doesn’t take being Google or Apple to attract top tech talent. In fact, Netgain considers the fact that it’s a smaller business a benefit, helping them attract highly driven workers who value independence and growth opportunities. “I think the core of why our employees stick around for a long time is that, as our company grows, our employees grow along with us,” President Scott Warzecha told us last year. “Employees also like the autonomy they get at Netgain. It gives them pride in their work and in their contribution.”
- Rackspace sends employees back to school: Employees at Rackspace Hosting have the opportunity to develop their skills at Rackspace University, the company’s in-house training program, where employees can also learn about new and emerging technology. “In our company, we recruit based on values first and then technical aptitude second,” explains CEO Lanham Napier. “Technical aptitude can be something a candidate already brings to the company or something we test for and then develop later.”
Tell us: What are you doing to stay ahead of recruiting technology candidates?
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