According to Heraclitus, an ancient Greek philosopher, “change is the only constant”.
This is true in life, but it is particularly true in tech. Tech is constantly evolving and pushing forward, and Technical staffing requires more than simply staying on top of current tech trends and understanding industry best practices. It is often necessary to understand where technology is going in order to find the candidate that can grow with the job.
To quote a more modern figure, retired hockey legend Wayne Gretzky once famously said, “I skate to where the puck is going to be, not to where it has been.”
He wasn’t a technical recruiter, but the logic applies. Here are some technical staffing tips and hints to help you stay ahead of the curve and create a great pool of tech talent.
I can’t stress this one enough.
Technology has allowed job seekers and HR staff to accomplish more from behind a desk, but don’t rest on your laurels and limit recruiting efforts to web-based activities. Meetings of professional associations and local Meetup groups are excellent resources for top talent. Attending after-hours networking events are also a good move. Better still, consider having your company sponsor these events from time to time.
Take your professional activities a step further and get active in the community. Getting involved with organizations and activities for which you feel a great deal of passion helps create positive energy and can even help with networking
Meeting with high school and college students on career day might not pay off immediately, but is a great long-term play. Students may not be ready to fill a job opening, but it is only a matter of time before their resumes are hitting your inbox. Identify talent and interest early and you have a better chance at hiring the top of the class after graduation.
By the same logic, don’t be afraid to hire candidates who seem like a good fit but require training. You’re in business for the long haul, right? Forget the laundry list of must-have skills. The ideal candidate on paper rarely exists, and even when they do they often already work for another company. Don’t be afraid to search for someone who fits the company culture more than the needed skills. As long as they have the most critical skills, the rest can be taught.
Often the people who work for your company are the best resource for finding both passive and active candidates. They know others in the field through memberships in professional associations and by knowing their counterparts working for competitors. Consider giving employees some incentive by offering a finder’s fee for sourcing good talent.
Even if you don’t rely on employees for staffing help, it is still a good practice to maintain positive relationships with your team. When a company treats their employees well, word gets around.
Write fresh ads for every job posting even if you always seem to be hiring for the position. Make sure your word choice isn’t outdated and that all of the requirements are in line with your hiring managers needs. Also, try writing variations of your job postings to see which ones get the most responses from qualified applicants.
There’s a reason these tips show up in just about every industry – social media and blogging are cheap ways to get some buzz for your company. It isn’t just customers paying attention to social media feeds or reading the company blog. Make sure you use keywords and hashtags that will help job seekers easily find your listing and reach out.
Github and Stack Overflow are active online communities where developers hang out and display their talents. Wayne Gretzky wouldn’t have scored all those goals if he didn’t spend so much time in the offensive zone, and you can’t score great tech talent if you don’t familiarize yourself with the community.
Keeping a steady stream of qualified candidates knocking on your door takes time, but with a strategic approach, some effort, and these technical staffing tips it will hopefully be easier and faster to find the right candidate for your company.
Tagged → technical staffing