In January and February of 2024, the Retail Solutions Provider Association (RSPA) surveyed channel distributor Bluestar’s ISV and VAR partners. The findings of the survey were compiled into the 2024 RSPA Retail IT Channel KPI Study. Findings include point of sale (POS) VARs and ISVs experiencing double-digit revenue growth in 2023. Predictions for 2024 tell a similar story — more than 65 percent expect double-digit growth between 10 and 40 percent.
However, the survey also found that finding skilled employees to sustain that growth and provide a high quality of service and support is a challenge for VARs and ISVs. As a result, VARs and ISVs are finding non-traditional ways to recruit and hire effectively.
How to Expand the Search for Qualified Job Candidates
If posting job openings on your website or listing them locally isn’t resulting in responses from qualified candidates, consider expanding your strategy to include the following:
- Referrals
The most effective recruiting technique reported by RSPA survey respondents is referrals. This is a testament that VARs and ISVs can’t wait for candidates to find them and instead are relying on their networks of partners and customers to source talent.
- Social Media
LinkedIn was an effective recruiting tactic for more than 19 percent of RSPA survey respondents. However, other social media platforms, namely Instagram and X/Twitter did not yield similar results in the survey.
- Headhunters and Recruiters
Utilizing a recruiting agency remained a strong tactic. About 11 percent of respondents in the RSPA survey use this tactic.
- Relationships with Schools and Associations
VARs and ISVs are also leveraging connections with trade schools, colleges, and professional associations to source talent. While those with a related degree seem an obvious choice to consider, it can also be a good strategy to consider graduates in unrelated fields. According to a Handshake report, 4 out of 5 college graduates majoring in non-tech fields have one or more technology proficiencies including IT systems knowledge. What’s more, 75 percent of them plan to develop tech proficiencies in the next few years. Keep in mind, however, that headlines about big tech companies paring back their workforce may have new graduates considering careers in other fields. As a result, businesses in other sectors like finance, healthcare, and manufacturing, may also be competing for the talent you need.
Make Competitive Offers
In today’s job market, VARs and ISVs must create attractive, competitive offers to secure top talent. By positioning offers that stand out, you’ll not only elevate your employer brand but acquire and retain the top talent you need. Here are the key elements to consider in your offer:
- Two weeks or more of paid time off
- Health, dental, vision, and life insurance and health spending account
- Long-term and short-term disability coverage
- Retirement accounts, such as 401(k) plans
- Profit sharing
Modern employees are also looking for a business model and brand culture that allows them to live fulfilling professional and personal lives. Providing flexible work hours and allowing remote work can allow you to draw from a wider talent pool and greatly increase job satisfaction and employee retention. You can also support employee well-being with fitness programs or gym memberships. Also, take a look at your work culture. Read employee reviews on sites like Glassdoor to see what employees say about your company. It can also be helpful to survey your current employees directly to identify areas that need improvement and then take steps to enhance your workplace environment.
Build the Right Team Without Compromise
When your business is growing but talent is scarce, the most important thing to remember is never to compromise. Hiring the wrong person will only result in frustration for that person and lost time and investment for your company. Ramp up your search by tapping into your network, using social media, and building relationships with schools and associations to find employees with the technical and soft skills you need and who will work well with your team and your culture. The pay-off for the extra effort will be employees who truly add value and help you grow your organization.
