Since 2010, Profiles’ job order requests for User Experience, Web and Interactive Designers, Front End and Mobile Application Developers, Information Architects, SEO / SEM, E-Commerce, and Social Media Professionals have increased by 65%. In addition, Digital Talent placement has doubled from 2010 to 2011.
Digital Talent have the leverage in the marketplace, and the laws of supply and demand are working in their favor. It is clear that to be successful in the post-2008 economy companies must be wired, mobile, social, ecommerce entities, which means an organization needs these people to be successful more than they need the organization.
Some believe that Digital Talent only want to work somewhere that’s innovative, exciting and committed to digital transformation. This is true; but the reality is that any job seeker would say the exact same thing. Seriously, who out there wants to work for a stagnant, dull company rooted in the 90’s?
Yes, the tables will turn (they always do) but for now it is what it is, and organizations are adapting their hiring processes and tactics to compete in this space. Here’s how to bring in the best Digital Talent:
1) Market the credentials of the digital leadership in your organization through blogs, social media outlets and attendance or speaking engagements at industry events. Digital Talent care deeply about who they are working with and for and they follow the thought leaders in the industry. I cannot emphasize enough how strong a selling point the reputations of the people within your organization are to this group of talent.
2) Engage with more than one recruitment agency in order to cast the widest talent net possible. Most agencies will have a certain amount of database overlap in any given market, so what you are looking for is a team of seasoned recruiters, active with social media and a deep LinkedIn network. In addition, avoid giving “exclusive searches” to a firm. This is the time to evaluate and compare search firms in the contingent space. Any agency worth their salt will welcome the competition as a way to compare the quality of candidates and level of service.
3) Streamline your hiring process for critical Digital Talent. These candidates are often “passive seekers” who are being courted by multiple agencies and companies and will get a counter offers from the firm they currently work for 75% of the time. Candidates with these skill sets can be on and off the market in as little as two weeks. It is imperative to respond quickly at every step in the process. The most accelerated timelines I have seen with clients thus far: resume review response the day of submission, initial interview scheduled within 24 hours within the first week, maximum of two interview rounds, offer extended within 10-15 days.
4) Inform the talent (in detail) about the organizations current projects, resources and team structure. Not only are these key factors in attracting talent to your organization, but framing the opportunity in this way helps mitigate offer turndowns or counters when there is a negligible salary difference (usually no more than 5K).
5) Educate finance that in the DC Metro region, average digital salaries are running 13% to 22% above the national average. We have been seeing resurgence in sign-on bonuses and relocation assistance for Digital Talent.
Author Name – Marie Gordon
Title – Business Development Consultant
Location – Washington, DC
Twitter – @MeetMarie
Byline – Marie has spent the past 15 years in the recruitment industry for creative, digital and communication professionals. She is passionate about branding, innovative marketing and watching the disruption of the status quo.