It feels like everyone is struggling to find and hire Salesforce developers right now. Our phones are ringing off the hook, and we’re pleased to help our clients find the right developers (and admins) to fill their open roles. And of course we’re happy to help you, too. But if you’re consistently struggling to land Salesforce talent — or any talent — it might not just be “the market,” “The Great Resignation,” or any other buzzwords. Salesforce developers might not be interested in your jobs.
Ouch. We know.
Speaking frankly, we’re hearing from Salesforce developers who just aren’t interested in a lot of the jobs that are out there. But we’re not convinced it’s the actual jobs themselves that aren’t of interest. Let’s dig a little deeper into what’s causing this disconnect (or disinterest) between talent and jobs…
Most job postings don’t “sell” candidates on a job or company
In a lot of ways, job postings really should be written like sales or marketing copy. That’s because in many instances, they could be your ONLY chance to make your role and your company look attractive to talent that’s in high demand.
A basic job posting (without many details, we’ve noticed) isn’t going to cut it, unless your pay is way above market value.
Your job postings should be clear on what’s important, like pay, location (hybrid/remote especially), and title. If there are unique qualifications or certifications necessary, be sure to include those for your own purposes.
Then it’s time to sell. What’s exciting about your company? Are you an industry leader with 60 years of history and an excellent tech stack? Are you an innovative startup with unique benefits and a strong, supportive culture?
Let what makes you different shine. Tell your story, and talk to someone like you really want them to work for you. It’ll come through.
Many companies are still taking too long to make decisions
We get it; you’ve heard this one a lot. And for years. But we all know that the market is different now. It was important two and three years ago. Now, it’s 3-fire alarm important.
If you make candidates wait, they WILL get another offer. And they won’t wait around for your decision.
It can get even harder if word gets around the tight-knit Salesforce community that someone had to wait more than a few days for an offer or next step. This can seep into your job board conversions and wreak havoc on your recruiting efforts.
Your hiring process should be tight, with clear criteria. Only include the decision makers who are absolutely necessary in the process. And set clear timing expectations throughout the hiring process.
You’ve got to act quickly, or you’re likely going to lose every time.
It’s a lot to stay on top of these and other details, while also focusing on your core business functions.
That’s why our clients choose to partner with Tech2. We live and breathe Salesforce every day. We have close relationships with a wide network of Salesforce developers, admins, and architects. And we’ll help you fill in the gaps and tighten the ship to ensure you land the talent you want and need, saving money and time.