Philadelphia competes with the rest of the country for highly-skilled and talented employees.
Philadelphia competes with the rest of the country for highly-skilled and talented employees. It can be difficult to compete with other tech companies for the same employees when they are located in places like San Jose, San Francisco, Salt Lake City, Seattle, Denver, New York, Boston, and a myriad of other beautiful locations. Philly is a different animal than those cities, and so tech companies here have to approach the recruitment process differently. But hey, we love and trust the process.
Look For Talent In New Places
If you havenâ€™t had success through your current recruitment channels, try something new. Try using LinkedIn, Handshake, and other online platforms. Attend Career and Internship Days at colleges across the nation. Those students are eager to leave college with a job and most are willing to live in a new city for work. Reach out to recruitment agencies if you have a very specific need. For example, if you need someone who is highly skilled in life sciences, you might reach out to reputable life science recruiters across the nation.
Showcase Your Companies Culture through Human Resource Software
Talented workers often look for greener pastures if their current employer doesn’t meet all their wants and needs. As such, tech companies in Philly can use live webinars to showcase its workplace culture. That helps eliminate uncertainty and doubt in the minds of potential recruits. You could also use other human resource management software to look for employees that fit your specifications. Maybe youâ€™ve heard of HRIS and are wondering what does an HRIS do to your recruitment process. It uses human resource software to intersect information technologies and human resources. Essentially, HRIS gives you and your employees more insight and more access to HR documents and information. This is nice for employees, because it makes work easier for them.
Invest in Compensation Programs
Today’s talented candidates expect to work in a healthy environment and receive benefits for their efforts. Some of the ways to attract top talent include offering free fitness services, paid parental leave, car washing services, and telecommuting options. The goal is to make employees feel valued and encourage them to become authentic. LinkedIn has done a great job with this. They are in the San Jose area surrounded by a large amount of highly acclaimed tech companies. They retain talent by providing a lot of really cool incentives and benefits.
Donâ€™t fall victim to promoting based on tenure. Itâ€™s an old, outdated, and inefficient way of doing business. Promote employees based on productivity and value that they bring to the company. Let your possible future hires know how you hire and promote. They will feel more comfortable knowing that they control their future. They will also feel like they are well-represented in the companyâ€™s leadership when they see higher-ups who are only a few years older than they.
Pay Attention to Layoffs
Watch to see if other companies are dissolving or going out of business. They will be laying off talented workers simply because they have run out of funds. Some of the layoffs may not be local, so widen your search. Those people are often very willing to relocate to new cities because they need a job.
Results Only Work Environment (ROWE) is the theory that employees should be able to manage their own time and their own work. They should be given the ability to work autonomously and they are paid for their results, not for their hours worked. This works well for all companies, as a ROWE workplace can be adapted to meet needs. This allows employees to work how they feel most comfortable and provides them with the autonomy needed to feel valued.
Look for ways to add value to your company in the eyes of the nationâ€™s workforce. These are some suggestions you may find helpful, but be creative in your hiring process and look for ways to add value throughout each step of the process.