How to Make Your Technical Recruitment More Efficient

Shannon TelepanichShannon Telepanich | Fri, Jun 16, 2017

Are you having trouble hiring technical employees for your team? You may need to speed up your hiring process. Since technical employees are in high demand, they may be interviewing with multiple companies at the same time. If your competitors make job offers before you do, you may miss out on promising candidates.

It takes an average of 42 days for companies to fill a given position, according to a 2016 survey. Posting job ads, reading resumes, interviewing candidates, and conducting background checks takes a long time.

How can you speed up your process and scoop up top talent before your competitors get to them first? Here are some tips to make your technical recruitment process more efficient.

Build a Network of Candidates

You don’t need to start from scratch every time you need to fill an open position. Posting a new job ad and sifting through a brand-new batch of resumes is inefficient. To speed up your process, build a network of candidates you can turn to when you have an opening. This network may include candidates you’ve interviewed in the past and liked, but weren’t able to hire at the time. It can also include promising candidates you’ve met at networking events or job fairs.

When you have an opening on your team, you can turn to the database of candidates you’ve built. Let the candidates know you have an opening on your team, and describe the position. Some of the people in your database may have found work elsewhere, but don’t let that deter you from reaching out.

Twenty-five percent of employed people are actively looking for new work, so candidates may be excited to hear from you. The other 75 percent aren’t actively looking for work, but they might be open to switching jobs if something interesting comes along. If the candidates in your network aren’t interested in your open position, they may be able to refer you to people who are.

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Rely on Employee Referrals

An employee referral program lets you turn your technical team into recruiters. Your technical employees know other people in technical fields. They may have connections who would be the perfect fit for your team. Encourage your employees to refer candidates to you to speed up your hiring process.

Hiring through employee referrals is faster because the candidates are pre-vetted. Your current employees are in the best position to identify people who are qualified and a good fit for your team culture. When you receive employee referrals, you don’t need to spend time wading through unqualified applicants.

When candidates are referred by existing employees, they’re more likely to accept job offers. They already know someone on your team and are familiar with the culture. They’re also more likely to stay on your team long term due to cultural fit.

Outsource Hiring to a Recruiter

Not everyone has time to build a network of candidates and follow up with them as jobs open on the team. Your top employees may not know anyone who’s looking for work. In these situations, you may not know what to do. You need a guide to hiring engineers quickly.

The secret is to outsource technical recruitment to a recruiter. Recruiters handle the process of finding and vetting candidates. All you need to do is interview the pre-selected candidates they send you, and choose who to hire.

When you work with a recruiter, you can hire technical professionals more quickly. That’s because recruiters have a network of professionals they can turn to when a company needs to fill an open position. Recruiters are experts at technical recruitment.

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Shannon Telepanich

Shannon is a Sr. Engineering Recruiter at the Ian Martin Group; a recruiter who is as much at home qualifying candidates and communicating with clients as building a search strategy. She has an in-depth understanding of search tools, skill requirements and ability to leverage professional networks to allow swift design and ability to impact strategic talent sourcing strategies that dive deep into industry sectors to identify game changers. When Shannon isn’t recruiting she is busy with two tenacious kidos and a big shaggy dog; A lover of all things nature minus the bugs.

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