Salary is not enough to attract top talent: How to beat the competition by offering flexibility

Despite mandates from many big tech companies, office attendance in major cities remains half what it was in 2019, signaling that many employees are still reluctant to make a full return to in-person work.

What’s changed? Tech workers’ needs and preferences have shifted, and they now crave flexibility. In fact, 73% of tech professionals said the opportunity to work remotely at least three days a week is extremely or very important to their decision to join another organization.

Business leaders who neglect these evolving needs risk limiting their candidate pool and hindering long-term business growth.

Clearly, compensation benefits alone are no longer enough to sway tech workers. To differentiate themselves from the competition and attract top talent in a crowded market, business and HR leaders need to offer tech workers flexible work accommodations and showcase what it’s actually like to work at their organization.

Flexibility is required to stand out in a competitive job market

Identifying and hiring top tech talent is no easy feat. In fact, nearly 90% of leaders said that recruiting and retaining tech talent was a moderate or major challenge for their organization, and it’s partially due to the evolving needs and preferences of tech workers.

Tech workers value the benefits of remote work arrangements, like the lack of commute and other time and cost-saving opportunities. Many are also reluctant to return to the office full-time because they know they can be just as productive working from home.

Even if it’s not possible to allow employees to work from home three or more days a week, you can offer flexibility in other ways. For example, employees’ ability to flex their schedule so they can take care of personal responsibilities or avoid rush hour can go a long way toward attracting top talent.

But remote work options aren’t just beneficial for tech workers — they offer benefits for employers, too. When your organization provides flexibility, you’ll attract a much larger candidate pool and generate more interest in your company. You can also unlock greater gender diversity at your organization. Women in particular value the flexibility afforded by remote and hybrid work because of the additional responsibilities they generally take on for children

3 best practices to attract top tech talent

Today’s tech job market is highly competitive and candidate preferences are changing, so you can no longer rely on traditional strategies to attract top tech talent. Considering that a third of tech professionals said they were actively searching for a job and 60% said they will likely change employers within the next year, now is the time to shine a light on your flexible processes and benefits.

Here are three best practices to help set your organization apart from the competition:

Give prospective employees a behind-the-scenes look at your organization on your website

Beyond simply displaying job postings, consider using your website to showcase your company’s work environment and culture, creating a welcoming narrative for prospective employees. Candidates want to know what it’s actually like to work at your company. Robust careers and culture pages on your website can show them and highlight the benefits you offer, including remote work arrangements and flexible work hours.

Also, by tailoring your web pages and job postings to specific roles, you can provide a more personalized experience. For example, tech professionals are looking for insights about your tech stack and the types of projects they might work on, while marketers would likely prioritize different factors.

Thoughtfully align collaboration systems and culture

The right collaboration tools (e.g., Zoom, Slack, Microsoft Teams) are essential for enabling flexible and remote work options at your organization. But to attract top talent, you also need to implement thoughtful remote work processes that align with your systems and culture.

For example, consider instituting “passing periods” between virtual meetings. At my company, we schedule 25-minute meetings instead of the typical 30-minute meetings. This gives employees downtime so they’re not rushing between meetings all day and draining themselves in the process. Communicate how your company handles remote work processes through your website and during the interview experience to show candidates you care about their wellbeing and productivity.

Related: Remote workers report being happier, healthier, and more productive

Provide opportunities for in-person events and meetings

Even though tech workers want remote work arrangements, they also want to occasionally get together in person.

In-person meetups help employees form closer and more personal relationships with their coworkers, and are an important factor in employee satisfaction. By discussing opportunities for in-person interactions, you can incentivize prospective employees to join the team. Regular in-person meetings foster a stronger sense of community and employee satisfaction, enticing prospective employees in turn.

Flexibility unlocks a larger talent pool

Tech talent remains in high demand, and employers of all sizes are vying for their expertise. In today’s competitive employment landscape, flexibility and remote work options are the key to tapping into a bigger and brighter talent pool. By aligning systems and processes, and shining a light on your company culture and benefits, you can land the right candidates for your organization.

Art Zeile, CEO of Dice.