Instead of focusing on the roles you need to fill, evaluate the skill gaps in your organisation and what expertise you need, to grow the business. Many employers don’t pay enough attention to ‘holistic’ skillsets they need to deliver on their growth plans. Sourcing a machine learning specialist or AI architect is not enough to drive AI strategies forward. Businesses need a range of skills from data architects, software engineers, governance leads and project managers to deliver on their AI transformation.

Data and growth strategies are particularly important for professionals working in the AI space. Research shows that many are keen to understand whether a company is thinking about future innovation and product advancement. As well as being given the opportunity to work on interesting and exciting projects and technologies. As with most employees, it’s also incredibly important for employers to showcase how their culture aligns to the values of their workforce and presents opportunities for career development.

When looking for specialist tech talent, a lot of companies tend to search in traditional places such as, established software companies. Tapping into hidden talent pools, communities and markets will provide employers with a wide range of diverse talent. If businesses do decide to compete with larger tech companies, they need to communicate clear differentiators that will set them apart from their competition.

When sourcing specialised tech talent, it’s helpful to use systems during the recruitment process that will optimise your search and elevate your brand. Leveraging digital technology will not only help to extend your reach and implement
efficiencies, it will also demonstrate to your tech talent pool that you are innovative and have the right tech tools. During the interview stage, use communication tools and platforms that your talent pool will be familiar with, such as video
interviewing tools and specific automation sequences.

How can employers improve the interview experience for potential recruits? Many businesses think they need to streamline the recruiting process and although this may impact operational efficiency, it doesn’t always lead to a better experience for the interviewee. Consider ways to make the experience different to other businesses, such as introducing prospective employees to relevant teams and inviting them to team / company events. Many technologists like to meet other tech experts and team fit can have a big impact on whether someone chooses to join or not.