On this blog, we've discussed the disproportionate number of vacancies in the tech industry compared to the number of qualified applicants in the candidate marketplace. But what about professionals who aren't on the market? Talent-poaching, or recruiting employees who are already steadily employed at another company, has been a mainstay of staffing for ages. As long as there have been companies, there have been competitors or separate entities hoping to lure the best and brightest away from their current employers.
For firms in the tech sphere, talent-poaching poses advantages and risks. There's even an app for that: Website Poachable and mobile app Poacht are designed to anonymously connect passive applicants with companies seeking new hires with experience. Here are some important items to remember about tech talent-poaching:
- Sweeten the pot. To convince a passive applicant to leave his or her current employer, be sure you have an attractive compensation package waiting. An employee won't leave a job he or she is moderately content with for another job that promises the same conditions. Whether it's a flashier position, a better salary or both, remember that your pitch needs to be tempting. A clear map for advancement, benefits and other perks can set your company ahead of the alternative.
- Understand the terms of non-compete agreements. Poaching an employee, especially from a competitor, can create bad blood and even a legal dispute if not done carefully and with respect to the professional's existing contract. Reviewing those agreements with a legal or staffing expert can establish the lay of the land before you make an offer.
- Remember that talent-poaching is a two-way street. Just as your company can benefit from testing the waters with currently employed applicants, other firms might approach your own team members with appealing offers. Do what you can to keep your own team securely in place before you begin reviewing other firms' employees.
- Prepare for the counter-offer. If a company gets wind that one of its star employees might jump ship for a better offer, executives might leap into action to retain the professional. This might even be the candidate's strategy all along. He or she may use your firm's offer as leverage to secure a better deal at his or her current company. It's important to anticipate a bidding process whether it comes to pass or not: What is your ceiling for negotiation? And is this candidate really serious?
With the help of an experienced staffing solutions firm, your company can navigate the tricky waters of talent procurement and avoid trouble along the way. Contact us today to learn more about VAR Staffing's proven record of matching exceptional tech firms with the best talent from the candidate marketplace.