Top 4 Priorities to Consider Before you Look for a New Job

Transitioning from one tech job to another can be a daunting task. A key variable in the equation is knowing what to look for in the next step of your career. While it takes time to find the right fit, going in with a clear set of priorities will help you search for a new job with confidence and understand what you really want in a new role. Once you know your priorities, you can quickly recognize the right tech opportunities for you, and alternatively, identify the ones that are not a good fit.

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A simple and effective way to determine your priorities is to separate them into three tiers: what you need, what you want and what perks you seek in a new job. What you need will ultimately be the driving force in your decision. So, first spend the time crunching the numbers and identifying what your deal-breakers are before you do anything else.

what you need

Start with pinpointing your needs and add these to your Tier 1 list of priorities. Some things you might need could include a livable salary, health insurance, proximity to home, exposure to a specific tech stack or even a specific industry. When you think about what constitutes as a need, ask yourself, "if this is not included in my new job, will I be OK with that?" If the answer is "no", that particular factor should be included in your needs list. Be honest with yourself and make sure nothing on your needs list is something you could live without.

Next, create your wants list, otherwise know as Tier 2 of your priorities. This list should include variables that can come in handy if you find yourself choosing between multiple roles. Think of your wants list as factors that differ greatly from company to company. Tier 2 priorities could include remote flexibility, exceptional company culture and even opportunity for fast growth within the role. While you don't need remote work flexibility right now, you never know when you might. 

Learn How to Set Salary Expectations for Yourself

This is a great time in the process to think about what you like in your current company. Do you currently have a robust list of paid holidays and unlimited vacation time? Have those elements of your current job been positive for you? Add anything to your Tier 2 list you currently have that you would like to retain. Also, consider what you liked about other jobs you've had and add anything to this list you already know you will value and appreciate in your next role.

Once your Tier 1 and 2 list of priorities are finished, your last step is to create your Tier 3 list. Tier 3 is reserved for all of the nonessential nice-to-haves that can be particularly commonplace in the tech industry. Perks could include free coffee and food (who doesn't love a good snack wall?), complimentary shuttle service to headquarters, casual dress code, tuition reimbursement or even quarterly offsite company retreats. Flush this list out as much as possible, because it will help you better understand a nice-to-have vs. an essential need. 


Keep in mind, your priorities will shift based on where you are in your career and life. Less experienced IT engineers are determined to sharpen their skills in an array of environments and more senior candidates may want more company control in a specific industry.

If you’re a parent, you’re more likely to rank factors like job security, health insurance, and work-to-home proximity as the top priorities on your needs list. Whereas, an engineer earlier in their career and life without dependents might prioritize a role with frequent travel requirements or one with a cutting-edge technology startup environment and evolving structure and processes. Some engineers prefer long term growth at one company, while others are hungry to garner a wide array of experiences and environments

Knowing your priorities will also give you an advantage in the negotiating phase of an offer. If your needs are met with this role, your counter offer should include items on your wants list to sweeten the deal. Remember, your wants list are the items you can live without, but don't necessarily want to live without.

Explore these popular list items and let us know how they rank in your search. 

Income Potential

Your income is likely one of the most important factors in selecting the best job. First, determine your ‘livable’ number and put it on your needs list. If you know you can’t meet rent, loans, and annual expenses for less than $80,000, refrain from interviewing with a company with a ceiling of $65,000, no matter how interesting the work is. While making more might always be better, know the number you’ll truly settle on, and start from there. Don't rely on bonuses to meet your livable income minimum, as they are not guaranteed.

salary goal

Tech Skills

While there is something to be said for being a talented generalist, if you’re steadfast about working with a specific technology, language or style and will not sacrifice this, add it to your Tier 1 list. If you’re not concerned with working with the latest tech, this can fall to a lower rank. After all, getting great technical experience is the best way to set yourself up for long-term success, regardless of the direction you choose to pursue.

Top salary growth factors for engineers and developers


No one likes a long commute, but unless you can lock down a fully-remote role, you’ll likely have to dedicate some portion of your day getting to work. If you live in a city without a car, you shouldn’t interview for a job that is not accessible by public transportation. Likewise, if you have a car, you need to make sure there is parking available. Do not accept a job that is too far away under the assumption you might be able to get permission to work remote down the road. Alternatively, if you don’t mind a long commute and can spare the time each day, managing a longer commute might be less important to you than others.


One of the biggest factors in finding a satisfying work environment is the mission of the company. If you are mission-oriented and don’t fundamentally care about your company’s larger goal, it’s harder to do your best work. If you need to be inspired by contributing to a greater cause, consider non-profits, or charity-based companies to not only do great work, but do good for the world.

If you’re strictly income-focused, the mission of the organization might be a lower priority. This isn’t to say you can’t make great money while doing good, but then you'll have a smaller pool of options to choose from. Many engineers absolve this by joining startups with a health-conscious mission, or starting a ‘side’ program to give back beyond their regular product.

Think You Have it All Figured Out?


Whether you’re just getting started in your career, or are a proven Python prodigy, advancing is important to giving yourself the best quality life and career possible. At every step, you must evaluate (and reevaluate!) your priorities, goals and capabilities.

Starting to look for a new role? Call us and we'll help you find your dream job.

If you’re looking for more advice and direction in your career, consulting with a specialized tech recruiter can help alleviate your concerns and expedite your path to success. At Workbridge Associates, we are committed to helping you find the best role, with an array of teams that are knowledgeable about your technology, as well as the local market in your city. By offering a unique and deep expertise in the highest demand tech skill sets, we help you not only rank your priorities but work with you to get everything you need out of your next fulfilling tech job.


Related: New-Tech-Job, Salary Trends, Job Search Advice

How to Set Salary Expectations (for Technologists)


So, you’re ready to get back on the market. Perhaps your contract is coming to an end, or maybe you’re just ready to move on, but either way things may seem a little up in the air right now and you're ready to find your next tech role. There is one detail that you may want to lock down soon: how much you expect to be paid at your next job. 

At this point, you already know what technology you’re passionate about, the direction of your career trajectory, and your desired field or industry. Only you can really know what you need to be happy and productive and understanding this will help you know which tech jobs are right for you to apply.

Now it’s time to figure out what salary you can earn as a technologist based on your background and skills. In this fast-paced market, it can be hard to know where to start. Here are 5 essential tips to understanding your salary value in the tech marketplace so that you can set realistic, obtainable goals for your next role.

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Click here to see the Tech Salary Guide and discover what tech experts in your  field earn.

Be Open to Opportunity

Beginning a new job will kick-start a steady stream of fresh opportunities including making new connections, networking, and learning. You already have a strong set of tech skills; however, lifelong learning is a virtue in the technology industry, and knowledge is power.

  tech-salaries, engineer-salary, tech-career-trends, technology-hiring

Don’t equate the value of a new role with the size of the paycheck; a smart career move in tech is an opportunity to grow and learn professionally. Change will open new doors and a new role will come with new responsibilities and technologies. When it comes to setting your expectations for salary, remember to exercise flexibility and stay open-minded to how the new role will add value to your life. There may be elements of value in a new career move beyond salary, from offering training sessions in a new technology, to newer and livelier work culture, or even a shorter commute.

Salary ≠ Self Worth 

Your salary expectations for your next role in tech should be based on the title, your experience in the required technologies, and your professional skills. Though salary is an important component of a job offer, it does not determine your value on the market. Don’t let an offer that falls below your expectations get you down, and don’t be too quick to write off an opportunity due to salary alone.

If you’ve been working the same role for a while and decide it’s time to branch out, keep in mind that some of your current tech might be obsolete with the fast-growing pace of technology. The tech you want to work with is more important for your long-term goals than a small salary bump. Sometimes taking a step back will do more for your career trajectory than a step forward in pay.

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Transparency is Key

Once you have a good understanding of your goals and desires, make sure to be transparent about your deal-breakers while interviewing. If you can only afford to pay your rent, living expenses, and bills at a salary of $90,000 or more, don’t spend time interviewing for a position with a ceiling $60,000. It’s a waste of your time and the hiring manager’s and you never know who you’ll encounter again in your future endeavors. However, if you are excited about a role but the offer is a low ball, be transparent about your exact needs to encourage the hiring manager to try harder to meet, or even exceed your requirements.

Consult the Experts

No other professionals are as precise as engineers, who understand that details and data can make all the difference. If you want a guide that is completely specialized for the technology field, check out the 2019 Tech Salary Guide. This guide gives highly specialized and localized information on technologists' salaries. The Tech Salary Guide helps you establish a range for your salary expectations and provides you with the data to back it up.

Learn How Your Salary Stacks Up Against 2019's Tech Market

Accept with Confidence

Be ready to accept the right role when it’s offered to you. Of course, to do that you need to know what the “right” offer looks like (see Transparency is Key). There’s an adage that advises job-seekers to never accept the first offer, and somewhere along the way that turned into developers waiting for multiple offers before accepting one. In today’s market, job-seekers have the upper hand and can afford to weigh multiple offers before accepting. However, eventually the offers will stop coming, and since you don’t want to spend forever interviewing, you’ll have to accept one of them. You’ve already made your list of wants and needs, so when the perfect offer comes along, don’t hesitate. 

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Related: New-Tech-Job, Salary Trends

Hiring in Tech: Four Truths All Managers Need to Know

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 Few job markets move as quickly as the technology market, and no city moves faster than New York. The best tech roles — and the best candidates — are often off the market in less than one business week. Keep reading to learn how to move as fast as the market, and hire the right person in an ultra-competitive landscape, according the local expert Division Manager of Workbridge New York, Samantha King.

As technology is one of the most integral parts of modern business, finding strong candidates to fill IT roles can be a daunting, arduous task. If you are looking to build an all-star tech team, you'll need to stay ahead of the competition.

A vacancy in a mission-critical position for your team can derail larger business goals, creates unsustainable workloads for team members and damages morale. While active employees are covering the extra workload, you’re trying to carve out small increments of time to find a "perfect" replacement, and deadlines start to slip as the strain on your team increases. 

Plus, coordinating schedules with busy internal stakeholders can take weeks — so it's imperative to be able to get the talent you need for your projects and deadlines.

Navigating the competitive hiring market in tech while maintaining the pace of your current team or project is no small feat, and finding the right fit takes time and careful consideration. This is why no matter the industry, market condition, company size or budget, hiring managers bump up a few universal truths that impede the interview process - but small adjustments in light of each of these can make a big impact.

Hiring Truth 1: You know who you're looking for, but they're nowhere to be found

It's one thing to design the idea of your perfect hire and list every skill and talent you want them to possess. A quick search on LinkedIn will reveal what type of candidates are on the market, if those are skills that you can find in one person and it's someone you can afford. 

Begin adjusting your search by identifying skills sets that are valuable, realistic and obtainable. If you have requirements in mind that do not currently exist on the market, you’ll be looking for a long time.

HR TRuth 1

The key is to differentiate what a hire should know coming in on day one and what you can teach them. Start by identifying what is unique to your business functions compared to industry norms, and dig in to differentiate from the market.

Once you've identified these differences, you can start to consider which skills are required for the role, compared to those just desired or that can be learned on the job. One of the most common hiring mistakes is that employers seek to hire someone with the most advanced skills, rather than the candidate with the most growth potential.

If you consider your current employees, their skill-sets have likely improved in their role since joining your team. If you hire someone with a solid foundation and understanding of your needs, you can guide them to refine their skills and improve. Plus, the more room you can give them to grow and learn, the less likely they will become complacent and bored, and seek their next challenge.

If a potential hire as at least three core skills and two desired skills, they likely have the capacity to improve and grow into the role. So start thinking, and hiring, outside the box.

Hiring Truth #2: You're hiring because you're busy, but you're too busy to hire

Here’s the good news: an open role, either newly created or filling a replacement, means your business is in a position to grow and your credibility as a manger has been proven. However, an open role means each active team member is pulling more weight; making time to interview and on-board a new hire a lower priority on their agendas. 


If you can efficiently move a valuable candidate through your interview process, your existing team can focus more of their energy on active responsibilities and goals. While growing pains are common when a company reaches a new level of success, it's important to make sure an understaffed team does not delay your upward progress, which can effect morale and organization.

By prioritizing hiring at the managerial level, you decrease the duration of time your team is overworked. Treat hiring like any technical project, with a project manager, road-map, timeline and objectives. Set clear expectations, block time, send calendar invites and stick to your deadline. By creating a system that holds each stakeholder accountable, it is easier to manage an efficient project flow and make the right decision with a higher sense of urgency for all involved. 

Are you pressed to hire top tech talent? Get connected to your local tech  recruiting team today

Hiring Truth #3: Blink and you'll miss them: the best candidates go fast

If you’ve hired before, you know high-caliber tech candidates are hard to find. In the tech world, your best options are off the market in less than a week. By planning a shorter interview process, you can ensure that you don’t miss out on your top choice.


The best candidates are off the market in less than one business week, and are most likely to accept offers from companies who can showcase their excitement, flexibility and appeal. My clients know that this market moves fast, so my team of tech recruiters works with each hiring manager can do the same without sacrificing quality.

Once you find someone you're excited about, it's important to ask them the right questions to expedite the interview process so that you can prepare to make an offer. By being honest about your interest, expectations and limitations, you set the foundation for a healthy, productive working relationship. 

Hiring Truth #4: Meeting candidates back-to-back makes it easier to make a decision


If you are to interview one or two candidates per week, it becomes harder to remember what you liked or disliked about those prior.

While it can seem like a task to line up just one promising interviewee, managing multiple candidates simultaneously and seeing them back-to-back helps you weigh potential team members evenly and with clarity. Allowing for late-stage options and comparisons help your team feel ready to make decision  you are all excited about.

Are you pressed to hire top tech talent? Get connected to your local tech  recruiting team today

By being realistic, keeping your goal focused and prioritizing the process efficiently, you'll find yourself in a position where you are not only attracting high-quality, qualified candidates, but ensuring a smooth hiring process along the way. If you set clear expectations, deadlines and instructions for all involved stakeholders, you'll seamlessly move through a hiring process and get back to what you're best at — leading your team to success.

samantha-king, workbridge-associates,

Samantha King is the Division Manager of Workbridge Associates New York and has been advising hundreds of companies, from early-stage startups to Fortune 10 companies for more than ten years. 

She has managed thousands of interviews from entry to C-level technology candidates with her team of New York-based recruiters.

Samantha helps build teams by understanding clients, and by becoming extensions of their brands. We work together to develop a hiring process that is efficient, effective, and gets the right people into the right roles."

Need more advice on finding the right candidate for your team ASAP? 

Get in touch with Samantha here.


Workbridge Associates, part of the Motion Recruitment network, provides IT Staffing Solutions (Contract, Contract-to-Hire, and Direct Hire) across 11 major North American markets: BostonNew York, PhiladelphiaWashington DCChicagoDallasSan FranciscoSilicon ValleyLos AngelesOrange County, and Toronto.

Workbridge offers a unique and deep expertise in the highest demand tech skill sets, such as UI/UX, Open Source, Microsoft Development, Network Security & Infrastructure, and Mobile Development. Our high-touch, specialized and team-based recruitment model, paired with our deep networks and knowledge of our local technology markets, results in an exemplary track record.

Related: Market Insights, Tech Hiring Advice

Motion Recruitment Expands ‘Total Talent’ Workforce Capabilities by acquiring MDI Group


MDI Group’s Expanded Footprint, MSP & MVP workforce solutions, and Innovative Tech Training & Deployment Program Strengthen Motion Recruitment’s Platform.

BOSTON, December 13th, 2018 – Motion Recruitment Partners, parent company of North American IT Staffing agencies - Jobspring Partners and Workbridge Associates, and global Recruitment Process Outsourcing (RPO) solution provider - Sevenstep, announced today that it has acquired MDI Group.

MDI Group is a leading IT Staffing firm and Managed Service Provider (MSP) with offices in Atlanta (GA), Greenville (SC), Charlotte (NC), Dallas (TX), Fort Worth (TX), and Phoenix (AZ). MDI also provides the ID² workforce solution – a unique technology training, certification and deployment program to address the ever-growing skills gap in the IT sector.

MDI’s proven suite of talent solutions, 30 years of valued client relationships, and unique geographic presence provide the ideal blend of expanded capabilities to complement the Motion Recruitment platform. This acquisition adds six new IT Staffing offices and three new US markets (Charlotte, Greenville, Phoenix). It also adds the Managed Service Provider (MSP) capability to Sevenstep’s global talent solutions suite including: Enterprise & Project RPO, Employer Branding, and Data Analytics - Talent AI™ offering. MDI’s ID² workforce solution will be a valued solution applied across the enterprise to both Staffing and RPO customers of Motion. 

“A comprehensive total talent strategy is essential to how organizations approach recruitment in today’s world. We’re focused on helping our clients not just manage this new reality, but to help them turn it into a true competitive advantage,” said Beth Gilfeather, CEO of Motion Recruitment. “MDI Group’s solutions align perfectly with our IT Staffing and RPO businesses. Most importantly, our two companies share very similar cultural and business values – focused on performance mastery, solutions ingenuity, and a genuine care for our clients, candidates, and people.”

“Motion Recruitment has a well-earned reputation as a leader in delivering high impact business value to its clients, and all of us at MDI Group are excited to become part of its future growth and success,” said Ella Koscik, CEO and Chairperson of MDI Group. “Joining forces will help us continue to be recruitment trailblazers while delivering outstanding career development opportunities to our staff.”

About Motion Recruitment Partners

Founded in 1989, Motion Recruitment Partners LLC is parent company to a group of leading recruitment solution providers and game-changers in the industry with a focus on providing support of the modern employer’s ‘total talent’ needs. Jobspring Partners and Workbridge Associates both provide IT Staffing for Contract and Permanent recruiting needs and Sevenstep provides global RPO services, talent analytics, and employer branding services across a broad range of industries for both Permanent and Contract labor.

For more information, visit:


Media Contact:

Ian Cluroe, VP – Marketing, Motion Recruitment Partners

+1 617 834 7898

How Will Artificial Intelligence Transform Recruiting Practices?


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In the ongoing debate of what artificial intelligence will automate and replace next, recruiters have become a hotly debated target.

A hire can make or break the success of a team; which is why companies annually invest hundreds of thousands of dollars into outsourcing its hiring. But what if they could automate those practices and spend the surplus budget on other things?

It’s appealing.

Back in 2000, everyone was excited about for a somewhat similar reason. You could post a job and collect ad response from hundreds of candidates, or search through resumes for the perfect addition to your team.

There was nothing like it that could connect you to people so quickly. It was expected to completely revolutionize hiring and make third party recruiters irrelevant.

Well, it’s 2018, and third-party recruiting isn't gone yet — and we’re betting the agency model will survive AI, too.

But, the real question is, why? Why is recruiting so difficult to replicate and automate?

The Human Element

Recruiting is a relationship-based business; recruiters will recommend roles to a candidate that they might not have looked twice at while scrolling through a job board. Seasoned recruiters have inside detail on what makes a role or company unique, and an intimate understanding of how an opportunity will fit what the candidate is looking for in their next role or career move.

A recruiter’s priority is to educate and advise candidates on why your position is good for them personally, which computers inherently can’t do. Conversely, they may submit a candidate for your open tech role who doesn't have 100 percent of the desired skills. Rather, they recognize that the candidate will mix well with your existing team, or possess an aptitude and drive to learn and grow in the right environment.


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A good recruiter is not only a matchmaker -- they’re a coach and confidant. They will understand the vision you have for your team and customize their search for your hire accordingly.

They’ll understand the importance of a culture fit, diversifying talent, skill-sets, and voices to make a team they support as strong as possible. They will advocate for the best interest of a candidate and company, which is a feature that AI can’t offer.

Click here and connect with your local tech recruiting team today

Ultimately, recruiters possess one vital factor that artificial intelligence can't compute; why the sum of a candidate's experience is wholly greater than their parts.

The Limitations of Data

AI is only as intelligent as the data it draws from. When a machine makes data-based conclusions, the result will be only as accurate as the inputted data. As this data is still supplied by humans, it's vulnerable to becoming corrupted by subjectivity.

In your hiring process, if you have historically hired a specific type of person for a role, an AI program will suggest similar candidates -- limiting your exposure to new ideas and perspectives. A great recruiter will challenge your perception on who the right candidate would be, offering you instant access to their diverse network of IT professionals.


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The key to analyzing data is context, and we’re still some years away from a machine being able to provide just that. We’ve seen this with mapping technology. You hear about people getting lost in the Australian rain forest, or driving off cliffs because they rely solely on an automated map telling them where to go instead of augmenting that data with common sense.

So, if AI can’t yet fully replace recruiting, what can it do?

The AI and Recruiting Partnership

In short, when used in partnership with strong hiring practices, AI can help make recruiters more efficient at their jobs. AI and data can help recruiters make better decisions about what types of accounts or roles to prioritize.

AI can catalyze lead generation and replace basic functions of a recruiter’s role, like sourcing new candidates and setting up interviews. Alleviating their schedule from these manual tasks leaves recruiters free to focus on building stronger relationships with candidates and clients to better service them.

AI can even help replace or supplement certain communication touch-points, when appropriate, through email automation. The important thing to remember is that as efficient as it can make you, AI isn’t a stand-in for real, human interactions.

Why wait for AI?  Get connected to a local tech recruiter today

Recruiting is all about relationships, which is why a live contact is imperative to successfully understand and recruit for an employer’s open roles, just as a candidate still values recruiters for their advice on how to navigate their career.

AI can be incredibly potent key to success for your business. But that, in itself, is the key: AI is a tool — not a solution — to the problem.



Related: Tech Trends, Tech Hiring Advice

Free Online Job Search Resources for Veterans

Veteran Resources Blog

  Veterans have more to offer than ever, but finding a job is never easy. Are you a veteran looking for a job, or do you know someone who is? Here are some free online resources that can help veterans make connections and find jobs.

  • Military Job Networks (MJN) is an exclusive online networking platform created and enabled only for verified U.S. Military Veterans. With 3,600 online private military occupation groups, verified Veterans access private, virtual spaces for true peer-to-peer networking and knowledge sharing.
  • Hire Heroes USA has built a national reputation of excellence for helping veterans find jobs, currently at the rate of more than 60 veterans confirmed hired every week. They partner with more than 200 veteran-friendly companies to offer relevant and up-to-date job postings on the Hire Heroes USA Job Board.
  • VetJobs services are available to assist ALL members of “The United States Military Family” advance their careers and find employment. This includes Officer and Enlisted, Active Duty, Transitioning Military, Reservists, Veterans, Retirees, of the Air Force, Army, Coast Guard, Marine Corps, Merchant Marine, National Guard, Navy, NOAA and Public Health Service along with Trailing Spouses, Eligible Former Spouses, Widows, Widowers and Dependents and DOD civilians.
  • is a free web-based job board enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations.
  • has been developed and is maintained by a team of both military veterans and corporate hiring authorities. They worked hard to create a network where former military personnel can seek careers and utilize their professional skills.
  • joined forces with Monster Worldwide (NYSE: MWW) to accelerate our growth and change the playing field for career and educational opportunities for service members, veterans and military spouses. Monster's vision is bringing people together to advance their lives, which is a great fit with's "members first" ethos and goal of connecting the military community to all the benefits of service.
  • is a U.S. technology industry career portal created to connect veterans, including transitioning military personnel and their family members, with meaningful jobs in America's technology industry.
  • GI Jobs has a pay calculator that estimates the salary needed in a civilian job to equal your current military pay. Their job board allows you to search by location and military specialty.
  • Veteran Employment Center is a division of the US Department of Veteran affairs which translates your military occupational codes into the equivalent in civilian skill which helps you choose your best career path. They also help you build out a resume and publish a profile that connects you to over 1.5 million jobs and thousands of employers seeking vets with your skillsets.
  • Rally Point connects its members to a professional network that allows you to explore career opportunities within the military and private sector.
  • Another free resource is enlisting the help of a recruiter. While not all specialize in placing veterans, many recruitment firms help guide professionals in their careers and place them at jobs, all at no cost to the candidate.


 For a list of further free resources for Veterans in their job search, please see the White House’s page on “Joining Forces” here.

workbridge-associates, new-job, tech-roles, technology-career

Upgrade Your Diversity Hiring Process: How to Attract, Hire, and Retain Diverse Talent in Tech

In today's global market, diversity in the workplace has transformed from a desirable attribute to a business necessity. Does your company have the right people to expand their business?

Read more to discover how to find, hire and retain diverse talent at your company.

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Diversity in the workplace has transformed from a desirable attribute to pertinent asset for success. As the global market and workforce evolve, companies with diversity as a pillar are proving fortitude because their unique access to fresh ideas and open-minded communication.

There are endless benefits to hiring a diverse staff, including increased revenue potential, and eclectic company culture and innovation. Despite this, many companies do not fully understand how to find, hire and retain diverse talent in their company. Keep reading to learn how to attract and manage diverse candidates into your talent pipeline.

Finding Diverse Talent

You can find talented, diverse hires in every city – if you know how to source them. LinkedIn's custom filter tool allows you to refine your search to find diverse talent from national and local universities.

To source local, diverse talent, create a filtered list           of schools that are women’s colleges, or specific    diversity and cultural groups in your city.

Joining specific diversity groups on LinkedIn allows you to broaden your reach to a concentrated field of talent, like Black Enterprise Networked, Latino Professionals for America, and Society of Women Engineers.

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Beyond increased outreach, hiring managers can cast a wider net to increase web response by omitting gender-biased language. Statistically, men will apply to a job if they meet 50% of qualifications, whereas women will only apply if they feel 100% qualified.

To help get more inbound applications, limit masculine wording to attract more females to apply to your job postings. Tools like Textio, a website that allows you to identify all words and phrases with gender bias, can help you write more neutral job posts.

Hiring Diverse Talent

To successfully recruit diverse talent, all candidates must feel completely welcome from their first point of communication with the company, and through their last day of employment.

If you successfully communicate and maintain a welcoming and open environment where they can learn, grow and contribute meaningful work, you'll have your pick of top talent.

The first crucial step, is to remove all bias starting with the first interaction -- especially toward race, religion, gender, and sexual orientation.

The second step is to paint a picture of success for prospective hires, emphasizing the mutual benefits of bringing more diverse candidates onto the team. A candidate needs to be able to visualize how they will fit in, and succeed, in their new role.

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Third, to attract diverse talent, showcase diverse senior leadership. Prospective hires need to see that they have an equal – and tangible – opportunities to grow into to leadership positions.

In addition to working with your leadership team to attract a diverse hiring pool, these diverse leaders are also valuable for fostering the sense of community and inclusion -- a vital key to increasing retention.

Read this Next: When to Accept a Counteroffer (or Leave it on the Table)

Retaining Diverse Talent

For all new hires, it’s important to check in with them regularly to help ensure each new additional feels welcome with the company and culture. It’s easy to forget about an employee’s personal comfort in business, leaving many at risk of feeling neglected.

But specifically for your existing diverse tech talent, you can develop diversity-friendly programs that focus on mentorship, training, and ongoing support initiatives that pave a smooth road to job satisfaction.

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Nothing encourages an employee more than realizing the potential for career growth within their company. Seek out talented diverse individuals and focus your attention on growing them to their full potential. More importantly, listen to their opinions and business development ideas.

Demonstrating that you value an employee's opinion fosters an open flow of communication, encouraging them to feel comfortable speaking openly with you.

One method to manage this is by implementing Employee Voice Surveys for constructive feedback. These are anonymous surveys given to the staff that scope out how welcome, safe, and comfortable an employee feels. Some sample questions include:

  • Do you feel like you belong to your team?
  • If something bad happens at work do you feel safe reporting it?
  • Do you feel that someone in the workplace cares about you?

This gives employers a sense of where their employees are at in terms of safety and comfort and allows management to make the changes they need to create an inclusive environment in the office. Furthermore, it promotes your company’s branding and image.

Struggling to find, hire & retain talent? Click here to contact a tech  recruting expert in your city today! 

Final Thoughts

Businesses run by diverse leadership tend to have increased revenue, innovation, and growth because they challenge each other’s various vantage points

Overall, employing diverse individuals adds an element of progressive-thinking to your company branding and image. Retaining diverse talent is conducive to the development and success of your business and work culture. Let your office mirror the environment you want to establish and let management mirror the people you want to attract.


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