Technical Recruitment Made Easy: 5 Strategies to Hire Great People

The best technical workers aren’t desperate for work. Skilled professionals are in high demand, so companies are sure to scoop up promising individuals quickly. This is great news if you’re a technician, but it’s not so encouraging for hiring managers. They need to find top talent quickly to reduce their costs, which is no easy feat when competition is fierce.

An effective recruitment strategy is essential to attracting and signing great technical workers. Yet many managers have trouble formulating and clarifying their plans, instead relying on disorganized, ineffective processes to get the job done. These mistakes don’t just prolong searches; they result in subpar hires, which leads to higher training and replacement expenses.

Don’t fall into these costly traps. You need to formulate a proper technical recruitment strategy if you want to hire effectively. These plans involve plenty of examination and critical thinking, but the results are more than worth the effort.

So how can you take the necessary steps to perfecting your recruitment plan? Consider implementing a few of these proven tips.

1. Your Company Is a Brand—Treat It Like One

Like it or not, your company probably has a reputation within your industry. News of bad behaviour travels fast, and technical workers may not want to work with your firm if they hear negative things about it. While your organization’s status may seem out of your control, you have more power than you may think.

You just need to protect your company’s name the way you would a brand. Examine your policies to determine whether any could alienate employees, or if there are areas needing improvement. If you find anything that could threaten your reputation, consider how you could change the optics surrounding the issue.

2. Harness the Power of Social Networking

Are you using LinkedIn to its fullest? What about Twitter? Professionals don’t just check job boards anymore. They also browse social media sites to see who’s hiring.

These networking platforms also offer one prime advantage over other recruitment methods: they limit the applicant pool to professionals who are already interested in your company. As a result, you won’t have to sift through submissions from unprepared, underinformed applicants.

3. Prioritize Soft Skills

You can’t skimp on hard skills during the hiring process. After all, technical recruitment becomes meaningless when candidates don’t possess the needed technical abilities. Yet many prospects will offer similar qualifications, so you need to find some way to differentiate between them.

It helps to consider soft skills in these cases. Sure, certain workers may possess the right technical abilities, but they won’t do you much good if they lack strong communication and interpersonal skills. You ought to consider these traits when you interview candidates. The right employee should be able to offer hard and soft skills alike.

4. Attend Industry Meetups

You’ll never find the best talent through a job board or an employment fair. That’s because highly skilled workers don’t usually have to look far to find work. They need special attention and incentives to jump ship and join your team.

You can’t hire these professionals if you don’t have relationships with them. Visit industry meetups regularly to engage with these prospects. Meetups allow you to network with your colleagues in an informal environment, which will help you learn more about top talent so you can lure them to your organization.

5. Work with a Technical Recruiter

Even if you follow these steps, you may still run into difficulties. Working with a technical recruitment firm can help you find qualified candidates quickly, which will reduce your stress and make your hiring efforts easier. Why suffer through a gruelling process when a recruiter can give you immediate access to top talent?

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Trevor Breininger

Trevor Breininger

Trevor brings experience in both recruiting and business development to his role as Business Development Manager at Ian Martin. He knows the industry from both a recruiting and an account management perspective and would like to communicate what works best to clients. As an avid reader, Trevor reads everything from industry related books to science fiction. He also enjoys getting outside and enjoying a beautiful day on the golf course.
Trevor Breininger