Founder’s Message – “Philly Tech Jobs vs. Compatible Candidates”
This month’s message will breakdown the number of Philly Tech Jobs vs. compatible candidates and provide recommendations on how to better attract the right candidate to your organization.
So, You Have A Tech Hiring Need? Great!
According to Indeed.com, there are over 9,000 tech-related jobs located within the Philadelphia region. Here’s a breakdown of Philly Tech Jobs vs. Experienced Candidates (Data source: IT Pros):
- 1,400+ .NET-related open jobs vs. 6,800+ candidates with .NET experience
- 1,200+ Oracle-related open jobs vs. 20,300+ candidates with Oracle experience
- 1,200+ SQL Server-related open jobs vs. 17,700+ candidates with SQL Server experience
- 1,100+ Java-related open jobs vs. 16,900+ candidates with Java experience
- 700+ Windows Server-related open jobs vs. 15,600+ candidates with Windows Server experience
- 600+ Cloud-related open jobs vs. 13,700+ candidates with Cloud experience
- 400+ SharePoint-related open jobs vs. 14,400+ candidates with SharePoint experience
- 300+ Cisco-related open jobs vs. 9,200+ candidates with Cisco experience
- 300+ VMware-related open jobs vs. 7,500+ candidates with VMware experience
- 200+ PHP-related open jobs vs. 6,500+ candidates with PHP experience
- 200+ Android-related open jobs vs. 3,000+ candidates with Android experience
- 200+ iOS-related open jobs vs. 3,200+ candidates with iOS experience
- 200+ Microsoft Exchange-related open jobs vs. 8,100+ candidates with Microsoft Exchange experience
Looking At The Numbers It Should Be Easy To Fill Your Open Jobs, But Why Isn’t It?
The short answer is you don’t know how to sell your company effectively to recruit the right candidates. You probably just list a brief company overview, job responsibilities and a list of requirements then post the job ad to the web and hope the right candidates come running. You may even engage recruitment help, but you’re still missing the point.
It’s incredibly easy to find candidates who have the skills and experience you need. However, I prefer not to assume. So, if you need help with the basics contact me (at no cost). Just as candidates sell themselves, so must employers. How do you go about doing this?
Pick any job ad. This one for example:
- Develop and maintain dynamic websites and web applications
- MySQL Database management (IBM DB2 / AS400 is a plus)
- Create and manage tools in the company-wide Intranet
- Generate dynamic reports & spreadsheets
- Maintain data structure throughout projects and use models where applicable
- Coordinate with co-developers and other departments to complete tasks
- Send regular updates about project status
Ideal Candidate Profile:
- Understands client requirements and functional specifications
- Should be familiar with the Linux command line
- Should have experience using a framework. MVC preferred.
- Should have excellent written and verbal communication skills
- Must have the ability to work independently and also as a part of team
- Must be able to complete projects with strict deadlines
- Must be able to perform with a fast-paced development to production environment
This is your typical job ad. Terrible. Why?
There Are A Few Factors That Will Attract A Finite List Of Compatible Candidates To An Employer.
Here are some of the basics:
- Commute = People love shorter commutes. It’s unlikely a candidate will jump ship for a longer commute, unless unemployed. Keep in mind out of the 1,600+ candidates that have the experience needed above, there’s only a finite list who would be interested in commuting to this employer location making it much more difficult to attract/recruit prospective candidates.
- Benefits = You will attract more candidates if you actually list the benefits + perks your company offers. Far to few employers do this and it’s costing you.
- Compensation = You knew that this one was coming. Understanding what the market rate is and adding a few thousand dollars on top if it will produce better results. If a candidate is employed and making $90K + benefits and you are offering $90K + benefits and let’s say everything else is equal, why would they make a move for the same? They won’t, unless unemployed and even then may be not. By offering $95K + benefits, you are now offering advancement.
- Career Growth = It’s extremely rare that employers here in Philly list any form of career growth potential. Some employers just don’t know or have a clue. It should be a sin not to list career growth opportunity on your job ad.
- Training = The ability to learn and acquire new skills is important to many candidates that I talk to. If you do offer training, describe the offering. It will attract talent and show candidates that you encourage career development.
Another thing that employers need to keep in mind is candidate compatibility. Find out what interests them first. Ask them to describe their ideal opportunity and listen. Take notes. You’ll know if they are the one or not.
Now, it’s time to get back right to it!
Brad is transforming the way employers and candidates find one another based on compatibility driven by data analysis. His company has matched thousands of employers and technologists to one another since 2011.
If you are interested in learning more, feel free to book a time here.