Talent attraction is as challenging as it gets, and competing against larger competitors makes it even more demanding. That is particularly true for small business owners and medium-sized tech companies.

Their target job seekers are ambitious, knowledgeable, tech-savvy, and typically dream about working for Google, Microsoft, or Apple. How do you reach out to these job applicants and provide them with the best opportunities to grow and learn?

A 2020 LinkedIn research found that 61 percent of candidates who applied to work with a small business want excellent compensation and benefits. However, the majority is more likely to seek a purposeful mission, challenging work, and rapid promotion. 

Hence, although it’s nearly impossible to compete with the big sharks, tech talents don’t only seek high salaries. It is highly significant for them to work in an environment where they can improve, and their contribution is a part of a meaningful mission, project, or goal. 

Indeed, small businesses and mid-sized companies can be just as competitive as large enterprises. The critical point is to provide job seekers with something others don’t.

Here are the top five strategies to attract tech talents and improve your recruitment. 

Top 5 strategies to boost your recruitment and attract tech job seekers

1) Leverage your company mission

The company mission is, perhaps, the most valuable intangible thing each business has. It is the ultimate unique employer value proposition (EVP). Thus, mission helps leaders to differentiate their companies and stand out among the competition.

However, so many executives forget to use this element to lead their daily operations, goals, and recruitment. Because of that, the company mission stays scarcely used and neglected. But job seekers, especially the young ones, want to work in a workplace that nurtures particular values and makes the work meaningful.

Hence, if you want to attract tech talents, show how your company makes the world a better place and contributes to the community. Moreover, let them know how their work would add to that mission and how they could make a difference. 

2) Establish a unique, positive culture

Another element that helps each company stand out is its culture. Job seekers, regardless of niche, find it to be highly significant for their future workplace. That might relate to tech talents on a different level. 

These job applicants want to know how the company culture nurtures and celebrates their skills, curiosity, and ambition. It is why it’s crucial to establish a unique environment that aligns with the breakthroughs and trends. Show these job seekers why they would feel comfortable working in your company and how the culture answers their needs. 

Moreover, let them know that you nurture a tight-knit community that lifts each other. On the other side, show tech talents that the company culture recognizes and acknowledges their individuality. Ultimately, ensure that they know the growth opportunities your company provides. 

3) Offer different perks and benefits

Although it depends on a company’s finances, business leaders should consider providing unique perks and benefits. However, these don’t necessarily have to be related to money incentives or the salary itself.

Whatever you choose to introduce as employee perks, ensure that it aligns with the COVID-era and remote work. Most employers still stick to the usual benefits, such as a pet-friendly office or gym membership. Even though these are also great ideas, consider going beyond that.

For example, you could set the budget for teleworkers to set up or decor their home office. Or, you might set employee accounts for food home delivery. 

4) Organize internal hackathons

Tech talents love great opportunities to sharpen their skills and expand their expertise. Moreover, technology is rapidly changing, making it crucial to keep up with the trends. But these job seekers might prefer to start tech revolutions and exercise their abilities.

It is why they would appreciate working in a company that provides employees with a platform, tool, and opportunities to do so. Hence, you could benefit from organizing internal hackathons and letting job seekers know they too would have this chance if working in your startup.

5) Leverage HR technology 

HR technology for startups is very crucial in having successful recruitment. That way, recruiters can reach out to tech talents with ease and streamline the process. As a technology company, you should invest in advanced platforms and software for employees and HR professionals.

That way, you can boost your recruitment and ensure that the recruiting process is smooth, fast, and effortless. Candidates will likely drop the job application if it’s too perplexing or demanding. It is why you should provide your team with the latest HR technology for startups that makes each activity more efficient.

It is a challenge to attract tech talents, but if you implement the right strategies, you can compete against large enterprises. These job seekers appreciate professional development opportunities, company mission, and values.

Thanks to that, you can differentiate your startup from the competition and enhance your recruitment.