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Eight Best Practices to Follow for Successfully Finding Azure Talent

As the demand for Azure jobs surges globally among enterprises of all sizes, learning how to attract top Azure professionals is important to stay ahead of the curve.

Widely perceived as one of the most flexible, pocket-friendly platforms with limitless possibilities, Azure has taken the corporate industry by storm with what it offers. In fact, Azure has grown so rapidly, accepted and adapted by corporations worldwide, that the company witnessed a 32% revenue spike in Q3 2022 alone. 

Because of its advanced built-in integration, site recovery features, reliable support, and more, it’s perceived as the saviour for backup and disaster recovery — and we’re only at the tip of this iceberg.

The rise of hybrid cloud and Azure devops jobs

The growing focus on agility and cost-effectiveness has driven more companies to select hybrid cloud platforms over their dated alternatives. While restructuring their IT strategy, organisations are leaning towards analytics and smart software that require minimal capital investments, onsite maintenance needs and expenses — all while offering unmatched security and reliability.

Azure ticks all the right boxes in this case, further explaining why 95% of Fortune 500 companies trust their business on this platform. Due to its striking market dominance, the demand for Microsoft Azure jobs in the global recruitment market is also skyrocketing by the day.

How to attract the top Azure talent: Top eight tips to follow

Factually speaking, there isn’t enough talent available to fill the ever-growing vacancy of Azure professionals in the global market. Enterprises are battling to secure the right fit, offering lucrative packages and benefits.

With that, here are Stack’s top eight, practical ways to ensure you attract and retain the top Azure professionals.

Research the top perks Azure professionals look for

Pretty self-explanatory, isn’t it? Microsoft 365/Azure professionals look for flexible, work-from-home, and hybrid working opportunities in this post-COVID era. 

A recent study revealed that 58% of professionals can even switch from a permanent freelance career if Azure jobs offer “lifestyle flexibility” as a core benefit. Furthermore, 33% of Azure employees admitted to leaning toward companies offering industry-specific training and development opportunities, while choosing their employer. 

Implement returnship programmes

In the rush of finding new talent, overlooking a vast batch of experienced MS Cloud employees who had taken a career break is a common mistake. Large corporations, such as Paypal, Dell, and IBM, have launched their returnship schemes to attract tech professionals who were on a career break and are now looking for a fresh start. Why not start a similar one for Azure professionals at your organisation?

Revamp your Hiring Process

Did you know that the top 10% of Azure candidates (or any industry, in general) are often hired within ten days? If good, qualified candidates are responding to your job postings, maybe it’s time to bid adieu to your dated hiring procedures. 

The interview process must be easy and painless for both parties. Implementing the latest trends, such as recruitment algorithms to prescreen Azure data engineer jobs candidates, can make it easier to choose the most productive ones from the batch, for example. 

Turn to different sources including unconventional ones

Don’t limit your search to traditional sources like job boards and recruitment agencies. Instead, consider all the different ways you can source talent, including social media, industry-specific networking groups, and more, to attract more promising talent. 

For starters, search for keywords related to the roles you’re looking to fill on platforms like LinkedIn and Twitter, and reach out to promising candidates. 

And don’t forget coding camps. Although unconventional, a vast number of promising hybrid cloud talent can be found in such a talented pool.

Include offline hiring methods

As Geoff Smart said in his best-selling publication “Who”, the best job candidates come through personal referrals. 

While hiring for Azure jobs offline, encourage your professional network and current staff to refer eligible friends and acquaintances through attractive referral programs. Organising or attending Microsoft Cloud and Azure events is also a great way to find and interact with passionate Azure candidates.

Develop a credible employer brand

A recent Glassdoor report showed that 75% of employees choose to work for companies that hold a strong, credible brand image. Coordinate with your marketing team or even hire a professional agency to build a solid employer brand. 

For example, you can share your unique company history and legacy during the application process to encourage candidates to align to the company’s mission and values. You can go the extra mile and organise virtual tours, showcase introduction videos of key staff, and more to promote a credible employer brand.

Make use of advertisements

Simply by following some basic guidelines, advertisements (PPC ads, sponsored job postings, etc.) can ensure you’re reaching and attracting qualified candidates. Here are a few tips on how to advertise for Microsoft Azure jobs hiring:

  • Use keyword-rich titles that accurately describe the position you are looking to fill.
  • Write clear and concise descriptions that provide enough detail about the job and the company.
  • Include information about the required qualifications and skills.
  • Use positive and active language to make your ad stand out.

Follow-up and keep candidates informed

Following up with interviewees, regardless of whether they were successful in securing the position or not, is a key part of being professional and courteous. This gesture also shows that you are interested in their valuable feedback — all of which can help build relationships with potential candidates that may be beneficial in the future.


Conclusion

From restructuring your hiring processes to developing an employer brand that Azure professionals would like to associate with — these aforementioned tips are guaranteed to help you gain a competitive edge in today’s cut-throat MS Cloud hiring landscape. 

Take a step forward and gain the best-in-class cloud management consultation with Stack, and download our hiring playbook to step up your recruitment game — click here to learn more.