Perfecting Efficient Hiring For Your Tech Team
You’ve decided which positions you’d like to focus on, so now it’s time to ensure there’s alignment between your goals and the expectations of your recruitment partner
When it comes to sourcing talent, you should be confident that your recruitment partner is an expert in their field. They should have extensive experience sourcing qualified candidates for the positions you’re trying to fill.
Recruiters have access to a wide variety of talent pools, including people who would be available for remote and onsite roles.
That said, if you have a specific requirement for your new hire, go the extra mile and search for a specialist recruiter who can find you this niche skillset faster.
Recruiters provide valuable insight into how certain skills translate into measurable results during the interview process. They'll help make sure that any new hires are able to hit the ground running as soon as they start working at your company!
Communicate early and often
Communicate early and often. There’s a lot of information that needs to be shared between the recruiter, hiring manager, tech team, and candidate.
All parties should be kept informed of any updates as they happen. If you wait until the last minute to communicate with your recruiters and hiring managers, it can cause problems in many areas including the following:
Delay in filling positions
Missed interviews or meetings
Losing out on good candidates to teams who responded quicker
Your recruiting partner is your advocate
Recruiters are your advocates. They may not be the decision maker, but they are the ones who know what you need and can help get it done.
Before you start working with a recruiter, make sure they understand your business culture and how best to find people who fit into that culture.
If they don’t, keep looking for someone who does.
A good recruiter will understand the company, understand the team and know what they need to do to help you succeed
A good recruiter should be able to articulate how your team fits into the company's larger goals and how your success will drive business results.
They should also have a deep understanding of what makes an ideal candidate for your role, so they can quickly find candidates who can effectively support your goals.
A great recruiter knows that it's not just about finding one perfect person; it's about finding someone who is going to be able to grow with your organization over time.
If a candidate isn't going to fit in with the culture of your team, then it probably isn't worth bringing them on board at all—no matter how qualified they may seem at first glance!
Before getting into specifics, inform them about your plans for candidate engagement
Before getting into the specifics, inform your recruitment partner about your plans for candidate engagement.
Explain that you'll be following a process that is aligned with the company's goals and yours.
You should also talk about how you will communicate with them throughout the process, as well as how they can reach out to you if they have questions.
You don't need to go into great detail here, but it's important to make sure everyone is on the same page in terms of your hiring structure before diving into any further discussions.
No two technical jobs are the same
Having a good grasp of which technical skills are required for each role is like giving your recruiter a map of where to find treasure.
In the same way that no two technical jobs are the same, there is no one-size-fits-all approach to recruiting tech talent.
Since every role has unique requirements, it’s important to have a general idea of what type of person you want.
This will help you create a more targeted candidate profile and your recruiter can reach out to the right candidates quicker.
Get your tech teams' input
Having this information on hand is useful for two key reasons.
First, it will help you educate your hiring managers about what kinds of candidates you're really looking for. In doing so, you'll also educate them on how their roles differ from those of other teams at the company.
Second—and this is where things get truly powerful—you can use this data to show how much value each new hire will bring to the team in question.
Knowing exactly which skills are most in demand within a role can make all the difference when it comes to prioritizing your hiring efforts and ultimately landing high-quality talent who are going to be successful.
When it comes to finding the right tech talent, there are many different pieces that need to fit together.
While we’ve talked about how important these relationships are, it’s also important to keep in mind that working with a recruiter is not a one-size-fits-all situation.
At some companies, recruiters will work directly with hiring managers while at others they may report directly into HR or other departments within the organization.
In order for each person involved in this relationship (hiring managers included) feel like their needs are being met efficiently and effectively, take time upfront before starting any new hires on what their roles will look like moving forward.
Find The Right Recruiter
With so much choice of recruitment agencies battling to fill your roles, it can feel a little overwhelming.
That said, if you follow the points we’ve mentioned but liaise with the wrong recruiter, you’re bound to go round in circles finding the perfect candidate.
Amicus has access to thousands of nice, specialist skillsets within the tech industry.
So, if you’re looking to fill a role but don’t wat to waste any time, get high-quality candidates quickly from our team.