Recruiting techie talent is all about understanding what they are looking for—and that’s true for recruiting any type of talent.
In yesterday’s Advisor, we learned how retention gives a boost to recruiting; today, “techie” retention tips and an introduction to a unique new way to manage the first step of recruiting–job descriptions.
Here are techie retention tips from Christopher Knight of ISP-Planet. (Guess what? These tips are good for retaining any employees.)
1. Make sure techies know what their next step or challenge is so that they know specifically how they can make more money or earn their next promotion. A sure-fire way to lose good tech talent is to do only annual reviews.
2. Stay in close mental contact. Your employees need to know that you care enough to help them reach the next level of personal or career success.
Instant 24/7 access to all your job descriptions. Start with our 2,400–description library. We store, you customize, print, download, e-mail.
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3. Don’t impose a cap that stops them from achieving their true potential. Provide an atmosphere that allows them to climb as high as their human abilities will allow.
4. Provide them with up-to-date, adequate equipment. If equipment is outdated, you will be able to retain only outdated technicians.
5. If your team works extreme hours, such as 60–70+ hours under extreme stress conditions, make sure you give them time off for themselves or their family, with pay.
6. Set aside play time each day or each week. Allow your staff to release tension and stress through play. Play can include nerf football, network quake, or any other game that allows every tech to escape the daily grind.
7. Drive sales so that your techies can have faith that they will be able to climb as your organization grows. Stagnating sales team performance will eventually spill over and result in your techies quitting on you.
8. Use stock-option incentives and/or bonuses based on performance, such as uptime, customer telephone, or e-mail return response, or increased server or network response times to ensure that your techies’ goals are in alignment with your organizational goals.
When you are recruiting and retaining–whether it’s techies or “the rest of us”—success starts with the same basic HR tool—the lowly job description. Yet in many organizations the job descriptions are neglected.
It’s not hard to see why—job description maintenance is easy to put off, and it’s not exactly glamorous HR. But that doesn’t mean it’s not critical.
Easily create, maintain, and organize your job descriptions with the Job Description Manager. With more than 2,400 customizable job titles at your fingertips, job descriptions have never been this easy. Get more information.
What’s the best way to manage a whole company’s worth of job descriptions?
We asked the BLR editors and they came up with an amazing new program—the online Job Description Manager.
Job Description Hassles a Thing of the Past
Now you can easily create, maintain, and organize your job descriptions on BLR’s Job Description Manager. This online tool provides you with:
- Job descriptions for more than 2,400 job titles
- Customizable to fit your specific needs
- Stored on our site and accessible 24/7 from any computer, anywhere
- Easy to access and update your latest copy is just clicks away.
- Available to download and print or even e-mail your job descriptions
The Job Description Manager is the most comprehensive and useful job description tool on the Web. And we’ll stand behind that pledge—if you are not totally satisfied at any time, we will refund your entire subscription cost.