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Top 5 Tips On How To Attract Tech Talent In 2024

As great developers remain in high demand, businesses are feverishly strategizing on how to attract tech talent more effectively compared to their competitors in 2024.

While this may seem daunting, we believe that companies can significantly increase their success in securing developers by reviewing their tech recruitment process and implementing minor changes that can yield immediate results.


What Sets Apart the Best Tech Talent 

Before we dive into the tips, it is important to clear up the common misconception about IT recruiting and understand why some businesses just can’t seem to get it right on how to attract tech talent.

The term “tech talent”  refers to individuals who possess the skills, expertise, and experience required to work in technology-related fields. However, this definition has changed, as more businesses recognize that the best tech talent is not just about having great technical skills.

For example, a developer fulfills essential skill sets, yet lacks dedication and struggles to align with the team, resulting in conflicts and compromised production. An ideal tech talent must embody key attributes such as technical skills, adaptability, teamwork capabilities, and a strong commitment to their role. 

However, just as companies have multiple requests, developers also have multiple checkboxes that need to be ticked to ‘fall in love’ with the job opportunities presented to them, a fact that unfortunately, many companies overlook.


5 Tips On How To Attract Tech Talent Successfully

How to attract tech talent in 2024

How to attract tech talent in 2024

Crafting an exceptional recruitment strategy is crucial for setting yourself apart from competitors. However, equally vital is ensuring alignment with the expectations of tech talent to effectively attract and retain them.


#1 – Compelling Job Descriptions

Tech talent seeks opportunities that align with their skills, interests, and career goals. A well-crafted job description helps attract candidates who are genuinely interested and well-suited for the role, increasing the likelihood of finding the right fit. Businesses will need to set a clear required skills list, emphasize an appealing salary, exciting aspects of the work, and the impact the candidate may have to pique their interest. 

Additionally, how businesses present the job offer plays a crucial role in attracting tech talent. It serves as a direct reflection of the company’s culture and branding, impacting candidates’ perceptions and interest in the role. Therefore, we highly recommend utilizing a formal layout enriched with engaging, well-crafted content. By steering clear of clichéd details and instead focusing on highlighting the unique aspects of the opportunity, you can significantly enhance the appeal of the job description and attract top-tier talent to your organization.


#2 – Competitive Compensation

While a high salary is often the best method to attract developers, it’s not always practical for companies to provide excessively large pay packages, especially during this period of economic uncertainty where budgets are limited. Therefore, businesses should strategically leverage their compensation packages and additional enticing benefits to make the job offer attractive to developers.

We advise businesses to consider offering attractive bonus policies based on performance, comprehensive insurance coverage for excellent healthcare benefits, generous paid leave policies, and employee well-being programs.


#3 – Work-life Balance

A recent survey revealed that job seekers prioritize work-life balance and good salary when considering new job offers, highlighting a growing preference among professionals for companies that prioritize employee well-being and foster a healthy separation between their work and personal lives.

Companies that prioritize these aspects not only attract top talent but also foster a more engaged and productive workforce. Additionally, high employee satisfaction levels contribute to lower turnover rates, reducing recruitment and training costs while promoting continuity and stability within the organization.


#4 – Career Advancement Opportunities

The economic uncertainties and recent tech layoffs in 2023 have significantly influenced developers, prompting them to prioritize their career growth for future stability. In fact, 52% of surveyed workers said that lack of career progression was one of the reasons for considering quitting their current jobs.

By offering clear paths for professional growth and development, companies not only attract top talent but also retain and motivate their existing workforce. This approach is particularly effective for both junior and senior developers alike. For junior developers, structured training programs, mentorship opportunities, and chances to work on challenging projects can accelerate their learning and career progression. Similarly, for senior developers, avenues for leadership roles, specialized training, and involvement in strategic initiatives can keep them engaged and fulfilled in their roles.


#5 – Remote Work Options

Remote work has become a pivotal factor for tech talent when assessing job opportunities. They are now actively seeking roles that offer the flexibility to work remotely or adopt a hybrid model. This shift is driven by a desire for better work-life balance and mental well-being.

In response, businesses should consider incorporating remote work options into their job offers. Doing so not only serves as a strategic move to attract and retain top talent in the competitive tech industry but also reflects the evolving preferences of developers. Additionally, remote work options have the potential to boost productivity, enhance employee satisfaction, and improve retention rates, ultimately contributing to the long-term success of the organization.


Why Good Developers Are So Hard To Hire In 2024

Average time to fill a technical position – The Linux Foundation


While implementing the five strategic tips above will significantly improve the chances of attracting tech talent, businesses may still encounter significant challenges in successfully hiring them.

It often takes businesses anywhere from 1 to 3 months to fill an open technical position. However, in some cases, the hiring process can extend significantly, with companies reporting that it took up to 10 months to finally secure a developer. During this prolonged period, businesses may face various challenges, including increased workload on existing team members, project delays, and missed opportunities due to vacant positions.

From our experience, we’ve found that the extended hiring timeline may not necessarily be due to the job offer lacking attractiveness. Instead, several factors could contribute to this delay:


Tech Talent Shortage

The shortage of tech talent can be one of the key factors contributing to the challenge of filling technical positions for businesses. Not only do they have to compete with major tech players to secure developers, but candidates may also not be readily available in the local market, which further extends the recruitment duration and cost.


Passive Job Seekers

Developers, recognizing their value in the market, often adopt a passive approach to job seeking, preferring to await compelling opportunities rather than actively pursuing them. In other words, they are willing to explore new offers when presented. As a result, businesses may need to reconsider their outreach strategies to effectively engage with these candidates. Utilizing channels such as referrals or leveraging the expertise of headhunters can enhance the likelihood of attracting and securing top developer talent.


Lengthy Hiring Process

Developers may already be interested in a job offer; however, the time-consuming screening process and numerous interview rounds may discourage them from applying. Additionally, taking too long to assess potential candidates also poses a risk of losing to competitors, as they can gain an advantage simply by being faster. 

We highly recommend that businesses streamline their recruitment process, especially the screening process, to reach out to developers as soon as possible and secure interview rounds with minimal hassle for the candidates.


How To Attract Tech Talent Easier By Hiring Offshore Developers

In order to effectively attract tech talents, businesses must recognize the need for a multifaceted approach that goes beyond traditional recruitment methods. It involves integrating various strategies and tactics to create compelling job offers that will entice developers to work for you.

As the competition for tech talent intensifies, many businesses are increasingly turning to offshore developers rather than relying solely on local markets. This approach not only enables companies to expand their reach to a wider talent pool but also increases their chance of securing highly skilled developers at a much lower cost.

Alfagomma, one of our clients, has successfully built its remote tech team in Vietnam, which has played a pivotal role in empowering the company to develop its cutting-edge SaaS Asset Management platform. Learn more about their story here.


Discover more tac-tics to attract and secure great developers in Vietnam with ease: How To Hire Great Offshore Developers In 2024


Talent JDI

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