A top information technology candidate is a treasured commodity, and they know it. IT professionals are passionate about their work, and any recruiting effort must address that passion. Traditional job fairs and meet-and-greets are only the start: successful recruiting tactics need to appeal to candidates’ hunger for problem-solving, giving them a taste of the work that lies ahead. Any company hoping to attract top IT talent must show that the work will be challenging and rewarding. A key success factor is being able to demonstrate that IT is integrated into the company’s core business strategy.
The boom in Asia’s economy has created a corresponding growth in its job market. Companies are hiring not just in established business centers like Hong Kong and Singapore, but in the second- and third-tier cities that are now flourishing throughout the area. But whilst top professionals, even those without native language and cultural skills, have traditionally been able to flourish in the continent’s more cosmopolitan cities, employers in Asia now increasingly need – and demand – candidates who demonstrate cultural fluency. The situation has put a special premium on native Asians who have developed international cultural skills.
It wasn’t a matter of slapping a fresh coat of paint on an old vehicle – instead, the HR team led a rigorous process of identifying how current employees saw their own company. They then sought channels for getting the message out to potential hires, especially students. Impressively, the company was able to enhance its employer brand without increasing its recruiting budget: its success was due to hard work, not lavish expenditure.
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