The STEM fields—science, technology, engineering and mathematics—are growing rapidly and are in higher demand than ever. Unfortunately for startups in these industries, competition for qualified talent is fierce. Larger companies such as Google and Microsoft are often seen as having a distinct advantage in recruiting, given their size and resources.
However, regardless of the size of your small tech business, there are still ways to attract skilled STEM experts and retain them within your organization. To learn about some smart strategies that smaller tech companies can implement to attract top STEM talent, see the tips 14 members of Forbes Coaches Council provide below.
Forbes Coaches Council members share recruiting tips for small tech companies seeking top STEM talent.
Photos courtesy of the individual members.1. Give People Space To Grow
To paraphrase Steve Jobs, don’t hire talent and then tell them what to do. Hire talent and give them space to grow, stretch, discover, innovate and learn. Allow them to be the best versions of themselves! - Mimi Moore, exeCoaching International
2. Create Time-Bound Projects
Specifically in regard to technical talent, a smaller company can create time-bound projects and recruit freelance STEM talent to address the on-time needs of their company. - Brent McHugh, Christar International
3. Offer The Promise Of Purpose
Small tech firms may not be able to offer the same benefits as larger companies; however, one thing they can offer is the promise of purpose and meaning. Many people join smaller companies because they like being creative and part of something new and exciting. They also want to be part of the growth journey, deriving a sense of meaning from their contribution to the company’s success. - Jay Rai, www.jayrai.com
4. Create A STEM Program With Local Schools
Create a STEM program directly with your community college or four-year degree programs close to you. Initiate it, sponsor it and promote it. Take advantage of the power of these young minds by offering them value, training and internships and developing a hands-on curriculum enhancer. Will these schools cooperate? You bet they will. Build relationships early and encourage young people. - John M. O’Connor, Career Pro Inc.
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5. Provide Career Development Opportunities
Companies that provide career development opportunities and possess a corporate culture of mobility will stand out from the crowd regardless of the industry. An organization that wants to harness the power of creativity and innovation should first establish that the value employees bring to the company as a whole is more important than their value in the departments in which they work. - Caroline Vernon, Intoo, USA
6. Build An Organization People Want To Work For
Create an organization that people want to work for. People want to feel they are making an impact, that they are part of a larger purpose, and they want to be in a learning culture where a growth mindset is encouraged. Ultimately, creating this type of culture—more than just offering money or status—is what will attract and retain top talent for the long term. - Aaron Levy, Raise The Bar
7. Develop A Purpose-Driven Culture
Covid and new workforce generations have shifted what talent is looking for in future roles. New generations, in particular, want meaningful work. Instead of trying to compete via money or perks, companies should focus on building a genuinely purpose-driven culture and a hiring process that displays how the business and staff are contributing to the greater good via purposeful work. - Gillian Kelly, Outplacement Australia
8. Offer The Ability To Grow Professionally
The easy answer is to offer more pay and bonuses. While these are necessary, one of the best things you can offer to top STEM talent is the ability to grow professionally. Give them coaching and training that is valuable to their career and see the additional benefit it brings to your company. - Jon Dwoskin, The Jon Dwoskin Experience
9. Focus On Your Culture
Focus deeply on your culture. The foundation of your culture exists in your mission, purpose, vision and values. By creating and continually nurturing a strong and inviting culture, you will attract and maintain great employees. Cultures form based on what is allowed and what is not. And people want to work with companies they love and feel they are an important part of. - John Knotts, Crosscutter Enterprises
10. Tap Into The Passions Of Potential Employees
Tech firms of any size need to tap into the passions of their people. If small startups want to compete with the Googles of the world, they need to make a compelling case to potential employees that they will have a holistic experience and an opportunity to learn all aspects of the business and the tech industry as a whole. - Jonathan H. Westover, Utah Valley University & Human Capital Innovations, LLC
11. Establish Expected Behaviors
From recruitment to hiring to engagement, the company’s talent strategies should include aligning people data to job descriptions, team roles and work responsibilities, as well as the company’s philosophy and strategies. Establishing the expected behaviors and how employees align with the culture provides branding that complements the company’s competitive advantage for workforce development. - Lori Harris, Harris Whitesell Consulting
12. Know Your Unique Offerings
Know what you can uniquely offer the potential candidate over the big brand and machine that is Google. Is it nimbleness in the execution of ideas, or allowing for full recognition of where the ideas were generated? Is it the level of ownership offered for a project? Identify these unique offerings and market them effectively to the talent you want to attract. People value different outcomes from a role. - Arthi Rabikrisson, Prerna Advisory
13. Enable Growth And Development
High-performing talents are driven by organizations that enable their growth and development. It starts with learning from a leader who has a strong personal brand, who supports personal and professional development in the organization and fosters a high-performing culture based on creating space for innovation, encouraging new ideas and providing honest feedback where no one is scared to fail. - Petra Zink, impaCCCt
14. Create A Unique And Inclusive Culture
Companies can create a unique and inclusive corporate culture no matter their size. One big reason that people leave companies is the relationship they have with their direct supervisor. So, creating a culture of belonging with supervisors, managers and leaders who behave in total alignment with the inclusive culture will increase retention, job satisfaction and organizational commitment. - Susan Madsen, Jon M. Huntsman School of Business
