Skip to main content
  • Search
    Close Search
  • Careers
  • Support
  • 1.800.873.9426
DataBank DataBank
Menu
  • Industries and Functions
    • Industries
      • Public Sector
      • Healthcare
      • Energy
      • Manufacturing
      • Financial Services
      • Retail
      • Insurance
      • Education
    • Functions
      • Logistics
      • Finance & Accounting
      • Human Capital Management
      • Mailroom
      • Fraud, Waste & Abuse
  • Services
    • Change Leadership
      • Process Improvement
      • Strategic Planning
      • Organizational Change Management
    • Data Intake
      • Document Scanning
      • Data Capture & Extraction
      • User-Facing Forms
    • Data Refinement
      • Data Structuring
      • Classification
      • Insight Mining
      • Content Intelligence
      • Data Migrations
      • System Integrations
    • Data Management
      • Content Services
      • Data Warehouses
      • Hosting
    • Data Activation
      • Workflow
      • Advanced Analytics
      • Business Intelligence
      • AI and Machine Learning
      • Robotic Process Automation
    • Amplification Services
      • OnBase Engagement Models
      • OnBase Engagement Models
        • Amplify Your OnBase Teams
        • OnBase Engagement Models
        • AssistOn-demand tasks to keep the lights on
        • AdminProactive support and monitoring
        • AccelerateFully-loaded systems administration and development
      • Managed Hosting
      • Benefits by Job Title
      • Get a Consultation
    • The DataBank Cloud
      • Comprehensive Features
      • Comprehensive Features
        • Flexible Hosting for OnBase
        • Monitoring & Maintenance
        • Managed Infrastructure
        • Dedicated Cloud Team
        • All-In Pricing
      • Cloud Security
      • Your Roadmap to the Cloud
  • Use Cases
    • Interconnect Your Organization
    • Improve Cash Flow
    • Create Usable Structured Data
    • Consolidate Systems
    • Enable Sustainable Remote Work
    • Use Data for Decision-Making
    • Internal Process Adoption
    • Enhance Customer Experience
    • Eliminate Paper Processes
  • Partner Network
    • Hyland
    • Nintex
    • KnowledgeLake
    • Eco-Mail
    • Esker
    • Kyocera
    • iTreatMD
    • Digitech
    • DocuSign
    • Microsoft 365/SharePoint
    • Bottomline
    • Amazon Web Services (AWS)
    • Azure
  • About
    • Why DataBank
      • Our Process
      • Industry Experts
      • Support
      • Security
    • Locations
      • Corporate Locations
      • Data Management Centers
      • Remote Communities
    • Culture
      • Our People
      • Core Values
  • Learning
    • OnBase Camp
      • Courses
      • Badges
      • Trail Mix
    • Insights
  • Connect With An Expert
DataBank
Close

How to win over top technical talent and beat the competition

By Adam Herrmann, VP of Professional Services

October 7, 2022

Insights , Article , Change Leadership , Organizational Change Management , Strategic Planning

Share  

View All Insights

Our world is significantly different than what it was a few years ago.

 

The Bureau of Labor Statistics data recently reported that the Great Resignation is not over and is still at similar levels seen last year, with 4.2 million people leaving their jobs in July 2022. That same month, there were 11.2 million job openings, or almost two jobs for every worker.

 

We are living in a candidate-driven market, where candidates choose us. To win over qualified talent and beat your competition, you have to find ways to meet the criteria and changing expectations of today’s job seekers. Here’s how you can do that successfully by making small changes over time. 

 

1. Hire Fast

Long gone are the days of holding five-round interviews. When interviewing a candidate you believe will do a good job, move it along quickly because candidates will have accepted another offer by the time you finish a 5-round interview.

 

Consider why candidates want and need to move faster than in the past. There’s the lingering fear of what’s happening now and what’s to come – high inflation, recession, and the possibility of a layoff. Finding security in a new role could be a genuine concern leading to panic and a desire to accept a position quickly. 

 

2. Involve your team in the interview process

Let your team sell the culture to a potential candidate. A great example of including others in the interview process is to ask HR, your team, or peers in another department to casually chat with the candidate and share their testimonials and experience. When a candidate hears this from someone in a similar position and not necessarily someone of authority, this approach will help them envision their future with the company.

 

3. Differentiate yourself by building a better work culture

This may be the most crucial tip if you can’t compete with salary. 

 

How is your culture different if you can’t budge on salary and benefits? 

 

Why do people stay at your company? 

 

Money and compensation are real for most. But if you simply can’t compete beyond your means, you need to live in that space and do everything you can in that space. Whether it’s acknowledgments, allowing them the time to explore new technologies and upskill…to make themselves more marketable, and perhaps they leave and take an opportunity after serving a few years. That’s perfectly fine.

– Richard McHattie, Chief Innovation and Technology Officer, Maricopa County

 

Company culture is an integral part of the business; it affects nearly every aspect of a company, but it’s also essential to establish a happy workplace for your employees.

 

We don’t always start with the best cultures, making it really hard to sell during interviews. To start thinking about what’s important to prospects, think about questions they may ask regarding your culture and what your answer would be:

 

The culture built around your team’s processes:

  • Are there any major gaps in your processes that you’re aware of that cause unnecessary headaches amongst employees? 
  • How do you support your teams so they can focus on new, innovative work?
  • How are you utilizing automation, so employees don’t have to work on mundane, repetitive tasks? 
  • How well is your team collaborating with other departments? 
  • How do you model effective, transparent communication across your teams and the entire organization?

 

Support your teams and processes by bringing on temporary or long-term staffing resources within your budget. → 

 

The culture built around team growth and connectedness:

  • How are you helping employees feel more included?. 
  • How do you enable a culture of diversity?
  • When was the last time you focused on team building?
  • Do you offer education or an upskill program?
  • How do you give recognition?

 

These are the questions you’ll want to have solid answers to, which will leave a big impression on the team. Reach out to HR to help you get started.

 

Getting new talent to join the team comes from trust and belief in our vision. Build trust, follow through, and do good by the employee. Employees looking to leave their current companies have a lack of trust in their current company, which is why they are talking to us.

– Adam Herrmann, VP, Professional Services, DataBank

 

Whether candidates are looking for job security, a more exciting IT role, or a higher salary, you can stand out by moving and responding quickly, being transparent, and sharing details about your incredible culture. How are you competing to win over top technical talent and beat the competition?

 

Previous Post

Next Post

See more Article insights

Lessons Learned: Strategies for Managing Change in the Remote Workspace

Many plans and priorities were thrown out the window to make room for responding to the pandemic, forcing government agencies across the country to react quickly and implement changes never before seen in government, all while moving employees out of the office to work remotely from the safety of their homes.

READ BLOG.
Why Is It So Challenging to Fill Technical Roles in Government?

Learn the top challenges with hiring in the public sector and how you can easily overcome them. 

READ BLOG
5 Benefits Of Document Scanning In The Pharma World

Pharma companies are now requiring that documents be scanned, digitized, and managed online. Document scanning keeps data safer and more organized.

Read Blog.
Strategic Considerations For Sourcing Reliable, Qualified Technical Talent

Find a consistent and reliable supply of skilled technical talent that helps you prioritize innovation while building happier teams.

READ BLOG
Get the latest DataBank insights directly in your inbox.
Subscribe to our blog
1.800.873.9426
  • The Debrief by DataBank
  • Privacy Policy

© 2023 DataBank

Warning!

You are using an outdated browser. Things may not appear as intended. We recommend updating your browser to the latest version.

Close