To celebrate Talent’s new San Francisco-based venture, we thought we’d look at Silicon Valley recruitment trends. Unsurprisingly, talent is critical.

silicon recruiting

There’s no doubt that Silicon Valley in California is the beating heart of the international IT&T industry. The area is synonymous with industry and innovation, but there’s no reason that other parts of the world can’t experience similar success, or work in tandem with the successful companies based on the United States’ west coast.

In fact, the importance of creating bonds between the Australian and Silicon Valley markets is a big part of Talent’s new joint-venture with the Coit Group, a San Francisco-based RPO provider. The goal of this venture (which will be branded Talent) is to offer the very best in contract and staffing solutions. This means catering to the unique demands of the Silicon Valley market, and understanding the different approaches that have been so successful over the last few years.

Go all out for talent

It’s no secret that talent is critical in the tech sector. In fact, the Linkedin Global Recruiting Trends 2017 report found that “over 83 per cent of recruiting leaders state that talent is the number one priority in their company.”

This same concept can be seen in Silicon Valley, where the world’s biggest IT&T brands take things to a whole new level, engaging in what many refer to as ‘talent wars’ to secure the very best employees. These so-called wars revolve around being proactive during the recruitment process, and letting the old approach of simply posting a vacancy online fall by the wayside.

Instead, companies are actively searching for employees who will add value to every level of their workflow, and taking proactive measures to reach the right groups of potential workers.

Searching for talent proactively

So, how are Silicon Valley companies searching for talent? One example described by entrepreneur Oli Barrett to the Guardian involves a graduate student who was headhunted by Apple to fill an entry-level position.

“We tend to think of headhunting only happening at the highest echelons of business, but here’s a 21-year-old design student being approached by Apple. I think there’s a lesson there, as it would be very easy for a multi-billion dollar company to sit back and let the CVs roll in. But they had been to his website and checked out his portfolio and he got an email. That’s pretty awesome,” said Barrett.

Not every company is Apple, but the same lesson can be adopted by any potential employer. Instead of waiting to choose from whoever decides to apply for a position, take a proactive approach and start searching for a talented individual to fill that gap. This could mean widening your net and looking overseas, or using a platform like Talent Engage to get contractors excited about working with your brand.

To find out more about how you can start winning the talent war, get in touch with the Talent International team today.