5 key principles for technology recruiting
April 03, 2018 – Have you been struggling to find enough talents for your enterprise in the past months? Are you unable to find IT Architects, CIO advisors, Java or .Net Developers, Digital or Security experts? Have you read countless articles regarding the “art of hiring”, best recruiting actions for business technology and the importance of technical experts in your industry?
As Business, IT and HR functions are feeling the pressure of not meeting their demand for qualified people, we have repetitively been asked by clients which steps they can take to transform their recruitment service into a strategic capability.
Based on more than 20 years of placing technology experts, you need to hit five actionable strategic milestones to survive the technology talent shortage tsunami that is currently rolling over us:
1. Sell yourself with authentic branding
Amazon for example has realized the immense potential of YouTube in attracting key talent. On a channel specifically dedicated to careers, they publish clips that let their diverse workforce speak for themselves, giving Amazon a human touch. The clips allow for an unfiltered view into the innovative corporate culture and have been viewed over hundreds of thousands of times.
Kayak, the travel search engine company, uses day-to-day, personal language to make their job descriptions stand out from the competition, bluntly listing “no stupid meetings” under their activities. And pet-friendly hotel chain Kimpton adds “play with Mr. Kimpton, our border collie” to their role descriptions.
In a world where the winner takes a disproportionate share of the cake, you need to build a brand that top talent in your space feels excited to work for. Make your company stand out. Ensure your branding is authentic and speaks to the target audience through innovative channels.
2. Leverage alternative recruitment platforms
Touching on the subject of innovative channels, Amazon selected Tinder, the dating app, to post jobs for their cloud computing division. Marriott and McDonald’s now commonly push employee generated clips on Snapchat. And Goldman Sachs uses Spotify to attract the attention of their target candidates.
Posting jobs on LinkedIn has become the norm. If you are trying to hire young professionals, don’t be afraid to leverage their preferred communication channels.
3. Don’t be afraid to raid your talent competitors
Sometimes, you need to be bold. Bold enough to hire right out of your competitors’ pockets. While your talent pool gets stronger, your competitors are weakened by the loss. Uber targeted its competitors by offering them a bounty referral when a competitor’s driver was hired.
Recently, Facebook even targeted Google employees by making outrageous salary offers. In an attempt to recruit developers from other firms, Kiwi.com even resorted to the use of aerial drones and flew their “smart people wanted” recruiting banner outside their competitor’s office building.
4. Dig through data with the help of AI
In the digital age, hiring has also become a numbers game. The use of artificial intelligence as part of recruiting actions for business technology can help sift through vast numbers of CVs to find the right candidate. Unilever, for instance, has adopted an AI-driven college hire approach. The AI selects the best prospects on LinkedIn and then uses a series of online games for short-listing the candidates. As part of the process, the shortlisted candidates even go through emotion recognition using facial expressions.
5. Establish your “most wanted” talent pipeline
Identify top recruiting prospects long before needing them. This requires changing your HR function from reactively fulfilling the Business’ demand to proactively anticipating future hiring needs.
By keeping a collective list of “100 dream prospects”, Red5 Studios, an App Developer, assesses and builds relationships with their candidates over long term. Most of the prospects are recommended by internal staff, which helps reduce the number of mis-hires.
The competition for digital transformation experts is fierce. Not meeting sufficient recruiting actions for business technology and technical experts can create huge costs and eventually drive you out of business. Occasionally, professional recruitment firms can be a good place of refuge. The best ones among them possess vast knowledge of your industry’s needs, and will have a well-developed candidate pool.
If you have your own examples of innovative recruiting strategies, please share!
Author: Nancy Sommer is a Senior Recruiter with Avoras AG.
© Avoras – People and Technology