7 secrets of IT talent magnets

From offering meaningful work to embracing hybrid environments, CIOs whose organizations have established virtuous IT recruiting cycles share tips on how to consistently attract IT talent.

7 secrets of IT talent magnets
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As the war for IT talent rages on, some companies seem to be staying out of the trenches, even when it comes to the most sought-after skills.

CPA firm Plante Moran fills open IT positions in 48 days on average — from job post to onboard date — even for the hardest-to-fill roles in application development, data analytics, cybersecurity, and cloud engineering. That includes several rounds of interviews and testing to ensure a good fit. By comparison, most employers in 2020 took an average of 69 days to fill a tech role, according to a survey by recruiting cloud platform iCIMS.

Owens Corning often hires outstanding IT talent, even without an open position. “If an exceptional technologist approaches HR, or an IT staffer offers a great referral, we just go ahead and hire them, and often when we don’t have a role that we’re shopping,” says CIO Steve Zerby. “We build roles around people; we don’t put people in roles.”

These and other nontechnology companies have created a virtuous recruiting cycle in which IT talent is likely to seek out its opportunities, rather than the organization constantly having to do the selling to top candidates. 

Attracting great talent requires more than a great compensation package, although IDG’s IT Salary Survey 2021 shows that tech workers most often seek new jobs for higher compensation (61%). But they’re also seeking career advancement (47%), interesting work (38%), and personal fulfillment.

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