EUC with HCI: Why It Matters
1. 'Sell' the firm. You need to recognize the unique selling points of your company -- whether it's career growth opportunities, leading-edge technology, tuition reimbursement, corporate stability or flextime. Promoting these positives via the company's Web site, prominent social networking sites and corporate literature can go a long way toward recruiting the talent you seek.
2. Pay more than competitors. Companies are increasing compensation levels for new hires at nearly all levels of experience. You must pay slightly more than other firms to attract the market's best talent. Benchmark your current compensation against industry-standard ranges found in publications like the Robert Half Technology Salary Guide.
3. Make recruitment an ongoing priority. Waiting until you have a job opening to hire may be too late to secure the best candidates. Plan ahead for positions in which you foresee vacancies due to turnover, large workloads or upcoming expansion plans.
4. Involve your team. Ask staff members for referrals, as these people often make the strongest hires. Referral programs can be cost-effective and efficient.
5. Focus on entry-level employees. There are fewer available IT professionals with many years of experience; recruiting them can be costly and time-consuming. Instead, focus on hiring promising entry-level employees and offer them the professional development opportunities they need to grow.
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