(Part 1 of 2) If you’re worried about planning an effective recruiting strategy, you’re not alone. According to a recent survey by PriceWaterhouseCoopers:
- 63% of CEOs are concerned about the availability of essential skills in the labor market
- 93% recognize that they need to change their recruitment strategies; and
- Only 34% feel that their HR department is well prepared to adapt to the challenges of the future.
These insights give us a glimpse into the struggle to determine an effective recruitment strategy by businesses spanning every industry. Nearly every CEO knows there are issues with their strategy, but they’re not sure about exactly how to address the problems and devise solutions.
The exponential and fast-paced growth in the tech industry has quickened the pace at which companies must adapt to changing trends. This is especially true when it comes to hiring tech professionals in key areas of your business. Finding the right talent for tech jobs in your organization will require you to develop a more savvy and focused recruitment strategy.
How to Develop a Streamlined Recruitment Process
One key aspect of developing an effective recruitment strategy is establishing a recruitment process that focuses on three areas. These include:
- Determine the true cost of your recruitment approach
Different companies approach recruitment differently, but most seem to focus intently on hiring from outside of the company. For instance, some companies will focus on appointing the right hiring managers or a devoted team of recruiters who then seek to build a talented team. Others work with outsourced tech recruiting firms or develop some sort of hybrid plan that incorporates various parts of these options.
But, a question that is often missed is whether your approach addresses the true cost and resources that are wasted in order to hire from outside sources. In order to avoid some of the pitfalls associated with these plans, there are some easy changes you can make to streamline the process and improve results. For instance, post all job openings internally before looking to outside sources. Then, track the success of internal vs external hiring.
Many large firms are embracing internal hiring. And, a recent survey by IBM showed that 79% of HR professionals worldwide reported that internal hiring is important to their overall talent management strategy. As Deloitte notes, if you hold your current employees back from the opportunity of internal advancement, you risk losing them to another company.
- Broadening attitudes about qualifications.
Reveal the applicant’s greatest strengths in hard skills but don’t forget to highlight useful soft skills, as well. Instead of focusing on matching a list of skills to a list of requirements, look at the skills available in the market and look for ways to adapt those to the needs of the company.
For example, look at online resumes of job seekers to find trends in the skills they highlight. Then, work to identify ways you can adapt those skills to common requirements of positions you post. Perhaps a candidate posts that they are a fast-learner which is a valuable, yet often overlooked skill. This person may not have the exact skills you’re looking for, but may have the potential to quickly adopt the skills they are lacking.
- Practicing directness and honesty.
Showcase the company’s vision and values in the job description. It is important to maintain transparency about the company and the requirements of the job. The goal is to tell an applicant why they want to work for you.
Avoid vague terms in the job description, such as “innovative thinker” or “hardworking.” Instead, give objective specifics about a job description that focuses on the expectations of the job and the outcome required. However, be careful not to get lost in the details and turn a job description into a step-by-step guide on how the job is performed.
With these three areas of focus in mind, you can work toward setting your business apart from others in the highly competitive tech talent market. Regardless of the approach you choose, the responsibility of attracting and retaining the right talent is ultimately yours. Your own recruitment strategy is more important than the quality of the applicant pool. In other words, if you’re not getting the right applicants, you’re not looking at the situation correctly.
This post courtesy of Artur Meyster, CTO of CareerKarma. Check him out on LinkedIn, he’s got a hell of a backstory! Stay tuned for Part II next week.