Here at Crescent Solutions, we are very aware of the difficulties in recruiting Top Talent. It’s a jungle out there. We have grown year over year, finding brilliant minds all over the nation, and would like to give a few pointers to managers and fellow recruiters on how you can boost your chances in finding top talent.
Open your eyes. The world is a complex place, where talent blooms in relatively unexpected places. The tried and true method of reading applicant resumes all day can be effective, however this may result in tunnel-vision, or a more narrow-minded examination of potential candidates. Try looking outside the box. Take for example Facebook’s strategy of utilizing online programing puzzles to discover and acquire hidden talent. Scour the market looking for those with a skillset appropriate for your position, they won’t necessarily make themselves known through a picture perfect resume so broaden your horizons.
Open your ears. For recruiters, as soon as a hiring manager puts in a job order, the hunt begins. That’s natural and to be expected, however, ensure that you have all the information you need before proceeding. Ask questions to better understand the company culture. If you hire with the company culture in mind, the better chance of job satisfaction, and the lower the turnover rate. Get a better sense of what they are looking for in the role by asking questions such as: Who has been successful in this role previously? Why? What technology will the candidate be working with? Never be afraid to get additional information, it helps everyone in the long run.
Open yourself to train. For hiring managers, get back to the basics and look for candidates with the skills you require, even if they only have a few years of experience under their belts. Sure it’s great to look for the perfect package, but it’s not realistic. Instead widen your focus on recruiting those with talent, skills, and potential, then offer on-the-job training. Offering jobs requiring 10 years of experience in 4 different skills is unrealistic. These people do not exist and these kinds of requirements do nothing but keep you short an employee and keep potential candidates unemployed. Mold the kind of employee you want by taking down the high-requirement walls, placing emphasis on core abilities, and being willing to exert a bit of effort on your part in the training department.
Open up. As a recruiter, communication and knowledge is key, especially in tech. You don’t need to be able to do the job you’re hiring for, but you should make sure that you are knowledgeable in the language and the organization itself. Candidates immersed in tech can easily spot those who do not know what they are talking about…don’t be that person. Communicate often and figure out what interests each candidate in the workplace, keep them abreast of the hiring process, and promptly answer all questions to the best of your ability. Make your candidate feel valued and respected. You have put a lot of time and effort into finding the best talent, don’t risk losing them by making them feel as if they are your last priority.
If you haven’t tried these pointers out already, what are you waiting for? Businesses are hiring, and according to the US Department of Labor, the unemployment rate is at 6.3% as of April 2014. Let’s work to get that number even lower and improve some people’s lives today.