In today’s tech world, we see new developments daily, meaning the demand for skilled professionals is at an all-new high. Recruiting top talent to bring us into this digital age is more competitive than ever, without taking into consideration hurdles such as the current talent shortage and skills gap that make the task even more daunting. Businesses need to adapt to, not just respond to, shifting industry standards in order to stand out among their competition as a strong employer that people want to work for.
To say the future of NetSuite is bright is an understatement. The cloud platform provides the most expansive service to aid all business needs, from finance to HR (Human Resources), with new features always in the pipeline. To maximize the potential of the platform for your company, you need a NetSuite professional skilled enough to not only guide your implementation but also steer you towards your long-term goals.
In this post, we’ll cover everything you need to know to inform your hiring process, from what NetSuite professionals are looking for, to what you need to do as an employer to secure your dream hire.
What do you need to know before you begin hiring?
Before you start looking for talent, you need to know what you want from your new hire. It’s not a simple one-size-fits-all role – there are several distinct job titles that a tech professional might specialize in.
For example, note the divide between a Technical Consultant, who tends to do the heavy lifting of the integration, and a Functional Consultant, whose role is more aligned with bridging the divide between stakeholders and your technical team. The first thing you need to do is assess what you want for your business, and what the role requirements are to make that a reality. Do your research!
Assess your current team, and what knowledge they already have, then go from there. It’s unlikely anyone will have the fountain of NetSuite knowledge needed to aid implementation without being a specialized professional, but finding a professional that works with your existing talent and filling the gaps in your collective knowledge will strengthen your ability to grow.
Looking for statistics, analysis and advice on hiring NetSuite talent in 2024?
Head over to our Careers and Hiring Guide mini-site now to discover the latest hiring trends, candidate insights, and salary information from across the NetSuite community.
With a clear image of what you need from your NetSuite professional and what you want them to help you achieve, you can go into your hiring process informed with the knowledge you need to make the best hire for your business.
What – or who – should you be looking for?
Simply, three factors should define who you are looking for: the candidate’s technical skills, their soft skills, and their knowledge of and passion for your company.
What do NetSuite professionals want from an employer?
Now you know what you want, you need to make the necessary changes to tap into that pool of talent. The demand for NetSuite talent is high, meaning professionals have a choice to make when looking for a new role. To be in the running, employers need to be willing to provide popular perks and opportunities to be seen as attractive by the top of the talent pool.
Luckily for you, we compiled a handy guide backed by professionals from the NetSuite ecosystem, giving you all the information you could ever need to catch the interest of tech talent. Below we will discuss our best advice on how to stand out as a competitive employer.
Offer training and development options
One thing we are seeing emerge more and more throughout the tech ecosystem is the desire in professionals to expand their knowledge long term. If you want to attract talent that not only does their job, but strives to further their capacity to do so, you need to prioritize development from the outset and integrate this into your offer.
53% of NetSuite professionals surveyed who aren’t certified said they would undertake a certification if it was employer-funded (Anderson Frank) so setting aside resources to accommodate this and making this clear in the recruitment process is a great way to set yourself apart from the competition.
22% of professionals we questioned were dissatisfied with their current employers’ training and development efforts (Anderson Frank); use this knowledge and learn from their mistakes! Funding training and certifications are a practical and impactful way to show professionals that you’re invested in their development. Not only does that increase their job satisfaction, but it brings valuable knowledge into your organization too.
Consider their growth
While progression paths probably won’t be the first thing that comes to your mind when recruiting new talent, for many tech professionals this is an increasing priority.
For 39% of NetSuite candidates, a lack of career prospects would push them to find a new role, according to our survey, according to our survey.
This is something that you need to consider when starting your hiring process: how do you see the role growing at your company; what pathways could this open and how can you accommodate them? Giving employees a sense of purpose from the start of their journey with you not only improves their satisfaction but also incentivizes why they should choose you to further their careers.
Flexible working hours/hybrid work models
While remote working was a fast response to the Coronavirus pandemic, it has quickly shaped the way we all work. To be a competitor in today’s business world, employers need to make remote roles a priority. Not only does it open your talent pool, giving you wider access to talent no matter their location or personal circumstance, but it also fulfils vital criteria for many tech professionals.
This doesn’t necessarily mean fully remote work; hybrid work policies are also a great way of giving professionals the trust and freedom to work in a way that supports them to meet their potential. Importantly, it encourages a better work-life balance, which is valued by 25% of the talent we surveyed (Anderson Frank). Flexible work can also ensure this, which will not only attract new candidates but ensure the community they join is refreshed too.
Having these policies in place not only secures the attention of a wider talent pool of top professionals but also starts their journey with feelings of autonomy, flexibility and trust.
Diversity, Inclusion and Equality values
Diversity and inclusion remain a hot topic in the tech industry at large, which is also mirrored in the NetSuite community.
NetSuite candidates believe that a healthy and supportive working environment and company culture is vital, with 46% stating they would seek another position elsewhere if this was not the case (Anderson Frank).
An attractive employer will ensure that these values are not only present in their company, but also in their hiring efforts. Making this clear by using gender-neutral adjectives in your job posts and eliminating any unconscious biases from the start ensures that candidates, no matter their gender, race, or age, see you as an accessible and supportive employer.
To find out more about what attracts top NetSuite talent, check out our post: The perks and benefits that attract the best NetSuite professionals.
What next?
Now you know what talent you want and what attracts them, you’re armed with everything you could need to start your hiring efforts. In today’s competitive market, making sure you stand out is key, and taking the advice we have set out above is a great place to start!
