Ok – so let me give you something to work with here! Here are 10 hints on playing it cool in a hot market.
1) Advertise the role – but remember if you do it as an admin task then it’s likely to be boring as hell and nobody will read it!
2) A job description is a representation of your company and the role you want someone to do – it’s not a wish list of all the skills that exist in the world. Be realistic as to the priorities you need.
3) Please don’t use crap descriptions – “Ninja, Guru, and Master” are overused buzzy words and are not taken seriously…….ever. I used them when I played dungeons and dragons but that is unlikely to get me a job so clients and candidate take note.
4) Direct hiring strategies can work. I know, I said it and I’m a recruiter. Onsite teams, direct resourcing teams, Talent acquisition partners, HR business partners can all scout the market, build a network and target talent. The problem is a lot of these people have a huge workload of other roles and line managers demanding priority. Typically, they don’t deep delve a market so cannot get to the hard to find talent.
5) Think that engaging recruiters through a transactional low priced, multi-agency model will invigorate and stimulate anyone to come up with a time intensive solution to meet your hiring needs – seriously? You think that is going to be likely?
6) You get the candidate’s application – hurrah, and then you communicate with them like they should bow down to the greatness of your generosity – they seriously won’t. Be timely and engaging.
7) Don’t use an unskilled person who doesn’t know a Python Engineer from a Pylon Engineer to evaluate the skills and engage during “screening”. Why would you do this…why? Guaranteed to put experienced candidate off – immediately. Use your tech talent – it really works.
8) Don’t make up the hiring process as you go along adding more people and interview rounds as nobody seems to want to decide…or you just want to make doubly sure. Read the facts above – when these candidates come into the market they will have plenty of options. You engage a process, explain it to them, give timelines and execute it flawlessly!
9) Interviews are a 2-way communication process. They are about finding a mutual fit, and as much as you want to see if they are right for you, the candidate is evaluating you so you need to present the features and benefits of working there.
10) I know you don’t like it – but salaries and rates reflect the market, and in this market, they are on the rise so be very clear on your budget or ensure a budget holder meets the candidate so negotiations can be more constructive.