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Digital transformation is on the minds of many business leaders these days. But Switzerland suffers a big gap in digital talent due to a lack of education. According to our confidence index, more than 29% of the employees feel their market value increase in the next two years, while up to 38% of Swiss employees feel their skills will be redundant in the upcoming four to five years. A survey of CMOs by Gartner found that by the end of 2018, most companies will increase their spending on website development, digital commerce and digital advertising, regardless of their sector, product or service.
Digital candidates have different priorities: they are laser-focused on the short-term. Digital candidates focus on the attractiveness of the projects they will handle as much as the overall role itself. Timelines are shorter. Results are measured sooner.
Instead of asking digital candidates the standard question: ‘Where do you see yourself in 5 years?’ instead ask: ‘Where would you like to be in the next 12 months?’
Digital candidates are well-connected to other colleagues in their industry. They know exactly what their current market value is, and this means they are generally comfortable with asking for exactly the kind of salary that they believe they're worth.
They also place importance on feeling valued by their potential future employer. This is where culture, interview, employer branding and non-monetary benefits make or break a deal.
With the above in mind, what are the best ways to attract digital candidates? Here are a few tips to ensure your hiring process goes smoothly:
This means having a clear job description that has been agreed upon by all reporting lines. Engaging with an external recruitment expert can help spot and avoid subtler issues that may appear later down the line.
Be realistic about market rates when setting your salary budget. Recognise you may need to offer more to attract the right talent. Instead of focusing solely on cost, think about the scarcity of local talent and how impactful the new hire will be.
Keep the hiring timeline short! This creates a better candidate experience and shows off your company’s agility. As digital candidates are in demand, you stand a far better chance of not losing them to a competitor that can make a faster offer.
Digital professionals look for immediate impact. Have a career progression plan ready for employees to retain digital professionals beyond the first major project. They want to grow quickly – let that be with you!
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Key insights on salaries by sectors and market trends.
