Non-tech companies embracing technology

Highly successful companies outside the tech space have launched innovative tech departments in order to feed the needs of increasingly digitally savvy consumers — while attracting in-demand talent. Target’s digital efforts, including back-end efficiencies and new mobile tech like their Cartwheel app, helped the company drive $8 billion in sales for 2018.

Companies in the oft-conservative finance industry are also realizing the need to step up to meet customer demands. In an effort to stay on the forefront of blockchain tech, Bank of America was the first major retail bank to file a blockchain-related patent, and currently holds the most live blockchain-related patents — more than any other financial firm.

A retail company that’s carved out their own space in the digital world is the leading natural and organic food retailer, Whole Foods. The company found success in their brick and mortar stores, but over the years leadership realized that to stay relevant in the digital age, they’d need to find a way to extend their services beyond physical walls.

In the words of VP of Digital Technology, JC Jammal, “There’s been a focus over the last five years on digital and what that means for Whole Foods. Which is a unique challenge, because food is a physical experience.” The current state of the tech market and the high demand for talented tech workers is a challenge for retailers trying to compete with tech companies to fill the spots they need on their tech teams.

“How does a retailer who’s trying to make its way in the technology space compete with that? That’s one of our biggest challenges,” notes Jammal.

Show you care about work-life balance

A bonus for tech workers is having a flexible work schedule, including the option to work remotely. A majority of employees want workplace flexibility that gives them room to design their own schedules, allowing them to get their work done during non-traditional times or places (like at home) to meet personal needs while also achieving a great work-life balance.

“In terms of flexibility, everyone has different situations in life,” said Jen Davis, Director of Global Technology Recruiting at Whole Foods. “We do work to provide some flexibility while still getting the job done. If you’re delivering, we want to give you that flexibility in your schedule to make your life great and make you happy.”

Companies that cater to flexible schedules appeal more to talent seeking that ideal work-life balance. Talking about the importance of flexibility Atlassian’s Senior Development Manager Shane Wade said, “We also know people have lives, and we’re really flexible when you get your work done and how you get your work done. We are very remote-friendly and try to accommodate everyone’s schedules.”

Know and emphasize tech during the hiring process

First things first: Are your job descriptions attracting the candidates you want? Writing a job description that is clear, transparent and fully explains the skills needed for the role is important. To get the talent you need to fit the roles you’re hiring for, you need to know what each job entails so you can write a job description that speaks to the candidates and sparks their interest.

Once you get to the interview process, do you actually know what the role involves? Do you know if you need a full stack or back-end developer? The difference between Java and JavaScript?

If you’re a recruiter or hiring manager that isn’t up to speed with the technologies needed for the role you’re trying to fill, it’s time to ramp up your tech knowledge. Use every technical resource you have in-house to help with the hiring process. Talk to your existing engineering team and ask for their guidance when writing a job description or recruiting for one already written.

Your company’s career page is another way to attract candidates and spotlight the role technology plays in the workplace. For example, Nordstrom’s technology career page features a video that gives candidates a glimpse into how the company is using tech to innovate the fashion retail industry and includes interviews with members of various tech teams. USAA’s career page lists a set of innovation rules, detailing the types of methodologies used and the areas candidates will be instrumental in, such as biometrics, check verification and web apps.

Provide technology that attracts

Candidates have a tremendous amount of options in the current job market, not only in the jobs they select, but the tech platforms offered — which they care about. A survey by Salesforce revealed that 71% of employees want the companies they work for to provide the same level of technology they use in their everyday lives.

Allow employees to have a voice in selecting the type of technology they use. This could be something as simple as offering employees the option of Mac vs. PC, or providing a UX designer with their option of Sketch vs. XD. By doing this, you not only show that you trust and value your employee’s choices, but it could also enable them to work on personal projects that may develop into awesome products that have a positive impact on the company.

Offer challenging work that makes an impact

Another way to attract tech talent is to offer candidates a role that allows them to make an impact. When discussing the role with candidates, emphasize how they’ll make a difference — not just the tasks they’ll be doing.

Companies can also implement a work environment that allows developers and engineers to be part of the creative process while building products that will change lives. The leadership of the engineering team at Whole Foods shares the philosophy of allowing all team members to work on projects that interest them.

“We have hackathons and we reserve time at the end of every sprint for engineers to work on things that are of interest to them,” Jammal said.

Whether it be new technology or a cool idea they want to test, the engineers at Whole Foods are provided a creative outlet to pursue activities that allow them to spend time on things that can make a big impact on the business.

Atlassian’s Wade said, “Engineers love to solve problems. We try to give them their space and allow them to be creative and own their destiny…that is what drives engineers to continue to show up every day.”

Career development: providing room for growth

Tech workers, particularly at startups or smaller tech departments, are often frustrated by reaching a stopping point in their careers — with no room to grow. Companies that aren’t particularly tech-focused may find it a challenge to prove to potential tech hires how their roles will play out in their career path.

One way to highlight opportunities available to candidates is by showing potential hires a roadmap for their career, and how they can continue to grow and climb up the ladder in their careers within the company — all steps that lead to employee happiness.

Related: Brown Bag Lunches at Work: Create a Learning Environment

Mentorships and opportunities to shadow and learn from other team members are other ways to help employees grow. Collaboration is often the best way to expand an employee’s knowledge, and providing these means of advancement plays a major role in helping tech talent decide if your company is a match.

When competing for top tech talent to fill your tech roles, there are many things you can bring to the table to attract the workers you need. Emphasizing the importance tech plays at your company is essential, and a company that offers a clear path for tech workers to grow, innovate and make a difference will succeed in hiring the talent that will move the organization forward.