5 creative recruitment strategies to recruit employees for tech positions

effective recruitment strategies

According to a manpower survey, 38 percent of the 38,000 employers surveyed reported difficulty filling jobs due to lack of available talent. Employers from the Americas reported that technician positions were the hardest to fill with employers saying the problem is a lack of candidates with technical competencies, such as professional qualifications and skilled trades.

From the study’s findings it’s pretty clear to see why it’s so important for businesses to source and hire quality candidates – not only for the sake of workers but for the overall health and performance of a company.

In this article we’ll provide you with 5 creative tips on how you can find and retain the right candidate more efficiently.

1) Implement a structured interview process

 

One of the biggest challenges when hiring for tech positions is making sure the interviewers are as well informed about the skills required for the role as the applicant. In the interview phase, make sure you have your top engineers and managers evaluate the candidate with knowledge and behavioral based questions. It is also important that everyone involved in the hiring process not only knows this process, but also knows the purpose of their piece in the puzzle. This way people will ask more appropriate questions and you’ll be able to evaluate the candidate from many different angles to better determine if there’s a match or not. Make sure to evaluate for technical skills in several ways, company culture, team culture, soft skills, etc.

2) Remember to hire for cultural fit

 

While recruiters do, of course, need to focus on finding candidates with the technical skills required for the job, cultural fit is equally important to ensure a successful, long-term hire. Research has found a high correlation between cultural fit, job satisfaction and low employee turnover, so vet candidates based on your company’s core values, as well if they would be a good fit for their (potential) new team(s).

3) Know what you’re looking for

 

Recruiters are sometimes eager to start searching for candidates as soon as a hiring manager gives them a job order. But, before you go in search of candidates, make sure you and your team of recruiters fully understand the job requirements. Ask the hiring manager questions before jumping into the talent pool, so you can narrow your search for candidates and candidates have a better idea what to expect before applying. Ask about things like the type of work (e.g. project work vs. break-and-fix), additional responsibilities if any (e.g. leading a team, architectural design, prototyping, etc.), business impact of the projects he/she will be working on, etc. Having a better understanding of the actual work will help you improve your hiring process, write a better job description, etc. It’s a win-win for everyone.

4) Engage potential employees with a unique and exciting vision


Provide employees with a vision for the team, department and company. This way they have a better understanding where and how they fit in and where they can provide value. You will engage the prospective employee more by telling them how this vision has achieved success at a small scale and how the candidate can help to scale it up. A lot of employees want to believe they are working on something that will change their industry, or even the world. They often value this more than their financial compensation.

5) Offer out-of-the-box employee benefits


Give your company and edge over your competition, and you’ll immediately attract more employees that are more engaged and are less likely to leave. Extra vacation days, or an onsite pool table are nice incentives for employees, but providing unique benefits can make your company truly stand out.

Employees at Left™, a Canadian media and technology company, enjoy an unlimited number of paid days off to volunteer in the community. The program costs about 2.3% in lost productivity, says co-founder John Lyotier. “It’s an affordable benefit for what it brings to the team in regards to morale, differentiation, and sense of belonging.”

“With today’s hires, people are looking for more than just a job,” Lyotier says. “If you involve a candidate’s entire family and give them a place in which they can make a real and lasting difference, then you have something few companies can match.”

References:

Candidate-driven market study
Manpower talen shortage survey
Top 3 practices for candidate sourcing 
5 ways to improve your interview
unlimited vacation policy 

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