Perhaps your business is in need of a tech-savvy approach to marketing, you need someone familiar with coding, or you’re simply looking for someone who is confident using online tools and cutting-edge techniques. You’re reading the right blog if you are, as Anne offers her tips on finding candidates with the digital skills to drive your business forward.
It can be a daunting prospect looking for candidates with highly sought after digital employability skills, especially if you aren’t so confident in the digital world yourself.
But you’ll already have made the biggest step towards recruiting digitally savvy employees…
You’ve recognised the need for digital skills in your business, to drive it forward and to make the most of upcoming and future trends.
The following tips are simply my advice on helping you to attract candidates with digital skills throughout the recruitment process. Hopefully they’ll act as a good starting point to help you recruit the right people, but the essentials of finding people with the right soft skills for your business and the recruitment process will always stay the same.
1. Do you have the right technology?
To the digital savvy employee, technology is going to be very important. Slow Internet will drive them up the wall, no budget (or refusing budget) for the right software will be equally frustrating and out of date computers and hardware will hinder their job.
CityFibre’s Core Peterborough has been rolling out a pure fibre-optic network that aims to transform the way the City does business. That’s a great start for your business improving its Internet but make sure you’re kept up to date with progress and if your business is going to be connected.
As far as having budget for software goes, this is a tricky one, as really digitally skilled candidates will look to have cutting edge software to help them do their job. You will need some kind of budget, but don’t forget you can still refuse purchasing some pieces of software that you’re not convinced about.
Be clear to the person you’re employing that – if there is a real business need for the software – their initiative in choosing the software will be valued but they will need to explain the need and the uses to you. When you’re looking for a digitally savvy employee, especially if it’s a new move for your business, look for someone who you will trust in making recommendations and with experience comparing and testing software.
When it comes to hardware, if you’re not confident upgrading your systems or you don’t see it as a necessity for the whole of your team then why not consider suggesting BYOD to tech savvy candidates? Bring Your Own Device is popular in many up and coming workplaces, letting employees use technology they’re most comfortable with. Have a read of this article on TechRadar explaining: What is BYOD and why is it important?
2. Look at online personal branding
When looking at your shortlist of candidates, take a look at their online personal branding too.
With digital skills to hand, your ideal candidate should be confident in promoting themselves as candidates using social media and more.
Review their LinkedIn profile, see if they’ve got a professional Twitter handle and even if they’ve got a blog or have written for other publications online.
You should be looking for recent activity, completed profiles and a professional, confident attitude online.
3. Describe your ideal, digitally skilled employee
Once you’ve decided that you need to hire someone with digital skills, you’ll have set out the strategic objective for bringing them on board. Your next step is to decide exactly what you mean by digital skills and who your ideal employee would be.
Keep it simple and then do some research around the results you want to see from making this new hire. Find out what skills are needed to achieve those results.
4. Look for self-learners
Look for evidence that the candidates are self-learners. To stay ahead of the digital world individuals will need to be confident picking up on and trying new trends, and have made the most of ongoing professional development.
Ask candidates how they learn about changes in the digital world and then how they would react to changes impacting their work if they were to get the job.
5. Don’t be afraid of the more creative CVs
Jobs requiring digital skills will, hopefully, attract those with confidence using new tools and techniques and you may see this reflected in their applications. Don’t throw unusual CVs straight into the ‘no’ pile but instead consider the skills used to create them. If you think it’s done well, with a level of skill having been used, give them a point in their favour.
Whether you receive a video application, a PDF of a highly designed CV or something else always make sure you look at the content in just as much detail. Experience, soft skills and education will still be very important.
Hopefully you’ll find these tips useful if you’re looking to hire someone with digital skills in to your business. If you still have questions, why not leave a comment below and I’ll do my best to answer them.