Against this backdrop, one question becomes increasingly important for IT leaders, what can organisations do to recruit tech talent that can form the backbone of digital transformation projects? Below Steve Sully, Associate Director for Robert Half Technology offers his solutions in attracting top technology talent:
1. Create an inviting challenge
An IT contractor is highly likely to be tempted by an opportunity which will test their skill set. When sourcing contractors, work with a recruiter to isolate the most challenging aspects of the project or the tasks at hand. Demonstrate how much value the contract could offer to an existing skill set and the new accolades a digital freelancer could claim by accepting the position.
2. Show that you’re open to external opinions
It’s not unusual for technology contractors to be constricted by policies and procedures related to risk, governance and compliance.
Bringing an IT contractor on board should be a sign that you want an external opinion regarding new and innovative ways to push technology boundaries, without immediately restricting due to risk. When sourcing contractors, extend the invitation for an open dialogue about risk and possibilities.
3. Be considerate with contract options
Contract employees within the IT space are in high demand and often receive multiple offers from potential employers. Before you make your offer, take real-time to consider how long you’ll need additional technical resources for.
Shorter length contracts don’t demonstrate a good commitment to contract employees or the project and can damage confidence in your offer. Similarly, be sure to have regular discussions about contract extensions with your digital freelancer before assuming they’ll be available — demand is usually high and new contracts might already be pipelined.
4. Ensure daily rates are competitive
Fixed-term salaries will rarely attract a skilled digital freelancer to your technology team. Contract professionals are looking for flexibility, recognition of their skills and a pay packet which reflects this. When budgeting for your IT contracting, ensure you’re familiar with what constitutes an attractive daily rate.
From April 2020, IR35 regulations will also have an impact on the expected pay rates of technology contractors. If assignments are determined as within IR35, companies will need to consider increasing their rates to attract skilled technology contractors.
5. Plan for smooth onboarding
To get the most value from your IT contractor, you should ensure that you have a thorough onboarding process in place, so they can hit the ground running.
Try to get your technology contractors into their roles as soon as possible (long delays can impact their earnings) and arrange to have someone for them to shadow or question.
Chat to your team beforehand and establish a clear definition between responsibilities and tasks for both contract employees and permanent employees. It’s also beneficial to provide opportunities for upskilling across both parties.
6. Reduce your time to hire
Because top IT contractors often have multiple offers and a pipeline of opportunities waiting for them, a fast and decisive hiring process is needed to secure your first-choice professional.
Try listing digital freelancer jobs with a temporary recruitment expert to speed things up. You can also try limiting the number of stakeholders involved in the hiring process and defining your offer, for quicker negotiations.
