Great talent is hard to find.
Fox News recently interviewed TurboSquid, a tech company in New Orleans, after Bright Labs announced that NOLA was among the top 3 fastest growing regions for tech jobs.
They explain an issue that hits close to home for us here at Bright – that the demand for talent outweighs the supply. As they mention in the video, business is good and they need more software engineers to drive the production they have the demand for. But they just can’t seem to fill their positions. Louisiana produced less than 430 computer science grads last year, and jobs are being created much faster than they can be filled.
So, what’s a tech company to do? Here at Bright, we’ve expanded our search for great candidates worldwide – bringing in talent from every corner of the earth to create our world-class team.
And today, despite any objections from our HR department, I’m going to share all of our secrets…
Build a World-Class Employer Brand and Culture, and Make it Known
We pride ourselves on being a great place to work. We have a team-oriented structure with a flat hierarchy that allows each person to contribute in a meaningful way. We have a great startup culture that includes an open office space (no cubicles) so we can foster teamwork and innovation. We also have fantastic teambuilding events, like distillery tours/tastings and bowling, plus we celebrate birthdays and holidays together.
All of these things are the reasons we’re able to retain our talent, but it’s also important to share this information in order to attract top talent. We do this mainly through word of mouth (hello, referrals!) and social media, but it’s also on our website and mentioned in each of our job postings. That way, whether we’re reaching out to a candidate, or they found us, our employer brand and company culture are front and center for a candidate to review and evaluate against their professional interests and goals.
For a top candidate that’s willing to make a long distance move and has endless opportunities around the world, this information can be a deciding factor in whether or not to consider, or accept, an opportunity with your company.
Be flexible with interviewing.
One of our engineers cited our interview process as one the reasons he considered an opportunity with us. We allowed him to do a phone interview and take our coding challenge remotely – so he didn’t have to spend time and money flying out to California before we got to know each other a little better. This gave him a sense of who the people here were so, when he came out to visit in person, he wasn't completely in the dark.
Foot the Bill/Take Money out of the Equation
Bright covers many of the interviewing and relocation expenses, removing finances as an obstacle so the candidate can focus on the opportunity and fit. This includes interview traveling expenses, relocation and moving expenses, work visas for eligible foreign workers, and even assistance with temporary housing if an employee has not had time to find a place on their own.
By taking money out of the equation, candidates don’t have to worry about costs associated with interviewing for a job that may not pan out, or moving across the country when they could probably find a job closer to home. Remember, top candidates are in demand everywhere, so if you want them to relocate to work for your company, you need to make it an easy decision.
Implement a Flexible Vacation Policy
Bright has an unlimited vacation policy, which one of our engineers cited as one of the reasons he accepted our offer. Our flexible time off policy allows our employees to take time off and recharge as needed, but it has the added benefit of allowing our non-native Californians to return home on a regular basis. Especially for an employee that’s moved across the country (or across the world!) with few personal contacts in a new place, it’s important that they don’t feel stuck within the constraints of company vacation days.
What do you do to attract relocation candidates?
To find qualified candidates nationwide, sign up for a free trial of Bright Recruiter.