Rockoff notes that regardless of the size or vertical of a business, few are going to be able to compete on salary with companies like Google, Facebook or Apple – for obvious reasons. So how can startups and others keep top talent from getting pulled into the gravity of the Silicon Valley giants?
“Work-life balance is big,” Rockoff said. “The ability to be a remote worker is big. Upward mobility is a massive one.”
And it’s a specific type of movement up in a company that Rockoff has seen as being most effective in drawing and retaining today’s tech employees: They don’t just want a promotion, they want a challenge.
“A problem with a lot of tech workers today is they get pigeonholed,” Rockoff said. “When I’m hiring tech talent into in the enterprises I work on I’m saying, ‘You have a primary responsibility but we also want to give you secondary and tertiary responsibilities, which you may not have as much familiarity with, but these things that will help you with your career.’ Where we can mentor them, where we can offer them exciting opportunities but also give them the opportunity to learn, we’re selling our experience – not just simply a job.”
With tech workers increasingly looking at jobs as places for skills expansion, Hensley has likewise seen offering career development resources – and covering the cost – as a way to compete.
“A question [job seekers] ask now in the interviews is they want to know what certs we pay for,” Hensley said. “People know we pay for certs, we pay for tests and training materials people in the community know that we invest. But we expect them to pass, too.”
More Info: comptia a+ jobs near me
“Work-life balance is big,” Rockoff said. “The ability to be a remote worker is big. Upward mobility is a massive one.”
And it’s a specific type of movement up in a company that Rockoff has seen as being most effective in drawing and retaining today’s tech employees: They don’t just want a promotion, they want a challenge.
“A problem with a lot of tech workers today is they get pigeonholed,” Rockoff said. “When I’m hiring tech talent into in the enterprises I work on I’m saying, ‘You have a primary responsibility but we also want to give you secondary and tertiary responsibilities, which you may not have as much familiarity with, but these things that will help you with your career.’ Where we can mentor them, where we can offer them exciting opportunities but also give them the opportunity to learn, we’re selling our experience – not just simply a job.”
With tech workers increasingly looking at jobs as places for skills expansion, Hensley has likewise seen offering career development resources – and covering the cost – as a way to compete.
“A question [job seekers] ask now in the interviews is they want to know what certs we pay for,” Hensley said. “People know we pay for certs, we pay for tests and training materials people in the community know that we invest. But we expect them to pass, too.”
More Info: comptia a+ jobs near me
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