Try These 3 Quick Tips to Streamline Your Technical Recruitment

You’re probably spending a lot of time and money to recruit new contractors. Each stage in the process means further expenditure, but you still can’t skip out on any steps. First you need to advertise a job or you won’t get any skilled applicants, then the interviewing procedure requires you to weed out poor candidates, verify your prospects’ achievements and qualifications, and more. When hiring for your team, you can’t rush the job—but the longer it takes, the more resources are lost.

You can’t afford inefficiency, so you need to ensure your technical recruitment is as streamlined as possible. Start by identifying which parts of the operation are extraneous and which are essential–this alone will help save you hours of work while still guaranteeing that you hire a contractor who fits your needs. With a few helpful tips, you’ll find that seeking, interviewing, and recruiting new employees is easier than you thought.

1. Know What Professionals You’re Targeting

What are you looking for?It goes without saying that you should know what kind of contractor you need before you start the technical recruitment process. While this may seem like common sense, it’s not always so easy to achieve in practice. Streamlining means doing more with less, but sometimes this means that you won’t be able to find all of the skills you need in one candidate. You may try to save resources by hiring a less experienced candidate, but if this worker can’t handle the pressures and requirements of your job, you’ll ultimately end up spending more time and money trying to re-hire.

When it’s time to start hiring new contractors, take some time to consider the challenges that lay before you:

  • What kind of staff will you need to meet your deliverables on time?
  • Do any of these requirements require a similar type of work that can be filled by one professional instead of multiple workers?
  • What qualifications do candidates need to have, and can these well-trained workers fit within a budget that’s already crowded with other expenses?

You need to answer these questions (as well as many others)before you start recruiting. It may not seem proactive, but good planning will help you determine exactly what you need to bring the project in on time and on budget.

2. Define Your Company’s Narrative

What are you bringing to the table? When you’re finally ready to start recruiting, you need to demonstrate your project’s value to potential candidates. Put on your sales hat; think about why someone would want to work on this task. What opportunities will it offer them? From there, you can emphasize the position’s positive aspects. For example: if it’s a short-term contract that involves a specific set of in-demand skills, highlight the potential opportunities the successful applicant will gain when they sign on. Consultants and contractors generally aren’t gullible, so you need to be honest about the position’s potential benefits. If you’re expecting certain challenges in the project, they’d rather know about them and weigh the risks than get blindsided at a later date. Honestly really is the best policy–and you can make a contract sound appealing while representing it accurately.

This process doesn’t end with the job description, though. Your staff and your company culture also need to be welcoming in order to draw in new blood, especially if they’ll end up working in-house. If your company’s values make life unpleasant for contractors, you may need to reconsider the type of behavior you promote in your workplace.

3. Partner with a Recruiting Agency

A recruiting agency can help guide your technical recruitment in the right direction. They specialize in connecting businesses with dedicated contractors. Some can draw from pools of professionals suited to specific tasks, while others have connections that will make finding the right worker a breeze.You focus on your projects, they handle each step of the recruitment process: job advertising, sourcing the skills you need to deliver, sharing your company’s narrative with prospective candidates, screening, and pre-interviewing. For contract staff, they handle employment contracts, timesheets, expenses, and payroll. Instead of tying up company resources (and your time) in the hiring process, they streamline your recruitment.

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Paul Aston

Paul Aston

Paul is the Account Manager for the Ian Martin Group in Calgary.He simplifies the complicated IT world with practical timely solutions.He splits his spare time between traveling (preferably to warm places!) and helping others.
Paul Aston