You likely already know that technical talent is in high demand these days. As a result, you need to understand a few essentials if you’re going to beat out the competition for the best people. Here’s a look at 5 of them:

#1: Understand the Market.

What’s the market rate for the type of technical talent you need in the Houston area? What are your top competitors paying their people? What kinds of perks and benefits are they providing? As Houston technical recruiters, Murray Resources knows that if you want to recruit and retain top IT talent, then you must know the answers to these questions. So if you’re looking to hire – before you even begin the process – make sure you find the answers to these questions so you can offer the most competitive compensation when great talent comes along.

#2: Understands how candidates perceive your company.

If your company doesn’t have much of an online presence, then IT candidates likely won’t know much about you or perceive you in a positive light. On the other hand, if you’re regularly engaged on social media and on IT industry websites and forums, then you can positively shape the perception candidates have about your company and what you offer to employees.

#3: Understand what motivates IT candidates.

Obviously, salary and benefits are important to every candidate. But tech talent are also highly interested in – and motivated by – challenging assignments, the opportunity to learn new technical skills, and companies that invest aggressively in technology. In addition, they want clear goals and to be given the independence to achieve those objectives without a lot of hand-holding.

#4: Understand why past employees left.

When you understand why a past IT employee left, you’ll have a better chance of not losing top employees in the future. Once an employee gives notice, conduct an exit interview to find out why they resigned. Sometimes, it’s a situation you can do nothing about – such as if a spouse gets re-located. But in other cases, there may be trouble areas in your corporate culture or retention efforts that need some attention.

#5: Understand what you’re doing right…and areas that need improvement.

Every few months, evaluate your IT retention efforts by asking questions about how technical employees are performing, the training and development opportunities they have access to, and their thoughts on the company’s technology investments, as well as work culture. If there’s an issue coming to head, you can hopefully handle it before you lose a top performer.

Do you need more help recruiting and retaining top technical talent? Call Murray Resources. Our Houston technical recruiters are highly experienced at identifying and placing world-class information technology (IT) talent. Our in-depth technical knowledge allows us to pinpoint even the most highly-specialized IT professionals for a wide range of companies and projects throughout Houston. Whether your needs are full-time / direct hire or temporary / contract, we can help. Contact us today.