Happy New Year! It’s 2018, we are living the future.
Alright, now that that’s out of the way, let’s talk about something that doesn’t really work well for hiring talent in the tech industry. Blanket style recruiting, yep- that’s it.
So many organizations have their recruiting departments designed in a way that was originally set up to hire talent for different industries of various skillsets (i.e. banking, insurance, retail, etc) but not necessarily to build teams of software engineers. I will say that this approach will get talent in the door, but as the market grows- it is not a sustainable or the most efficient way to manage hiring in tech.
As the industry has evolved, there’s been few changes to the way many companies strategize hiring, source and attract talent from organizational perspectives (this is just from a 10,000ft view).
With that being said the best recruiting set up for business groups in the tech industry has to be customized. There is no secret sauce to this of course, but it does require being able to understand what budget is allowed for recruiting (so partnering closely with your finance team is really important!), understanding your attrition rates (partner closely with your HR team), what the market analysis says on the trending cost of paying for the talent you’ll be hiring in (partner with your compensation & benefits team) and of course working very closely with your hiring managers and please, please, please do what you can to understand the teams you’re hiring for and what they do- this makes a HUGE difference when chatting with candidates.
Being a recruiter, you are the face of hiring for your team, you are the first impression (so handle your candidates with care!), you are a project manager (to the extreme!), you drive strategy and ultimately see it through. However, recruiting is a shared responsibility, and ultimately in no single individuals control. Everyone in your business group must learn to wear the hat of a recruiter. This means educating your teams on processes, what to expect, where you can use their help and when to get out of the way!
A little bit of a cliff hanger ending on this post, but there will be more to come on a similar topic: Changing how talent is viewed. We live in a world where it’s not just about where you went to school anymore, what GPA you had, etc. it’s largely about your network, passion for a specific skillset or product & real life experience (this can include a hobby).