So many companies feel like they are constantly fishing for top
engineering talent from a pool that has limited fish. Do you search for talent only when a need
arises? If so, you may feel panic trying
to find the right fit in a short amount of time, or worse yet, settle for the
wrong person because you are under project time constraints.
Many larger companies have discovered the secret on how to
attract top engineers – you are constantly in hiring mode – always looking for top
talent to join your team. The key is
utilizing inbound recruiting. This type
of recruiting focuses on building a relationship with your future candidates. When you take the time to invest in them now,
you have a better chance of attracting them when the time is right.
Here are a few inbound recruiting tips that have been shown to
attract top engineering talent:
•
Invest a minimum of one hour per week to
answering questions of outside talent.
This could be writing a blog article, answering questions on social
media, hosting a breakfast for potential candidates, or even conducting a
question and answer hour. Invite others
to get to know you and your company, this can be a game changer when it comes
time to hire.
•
Learn from your potential candidates. So much knowledge is available today, and new
techniques are introduced daily. Allow
your potential candidates the opportunity to share with you and others. You can do this by hosting a guest speaker
once a month to a meeting of your current staff, or hold a training
seminar. This not only makes them feel
like part of the team, before even being hired, but allows them the opportunity
to see how you value your team members.
•
Culture is important to all of your staff,
including potential hires. When you portray
a culture of not only professionalism, but one that is about the people, you
will have talent beating down your door to join. Simple things like how you celebrate a staff
member’s birthday – such as creating a video and posting it only for all to see
the celebration – goes a long way.
Creating friendly competitiveness is also a great way to show your
culture. Hold a content once a month,
allowing current staff to create something unique to help with a project. The winner – it is a big deal – so post it on
social media, give them the credit they deserve.
As you can see, you want to create a company where top
engineering talent will want to work for you.
When a project arises where you need to hire, you will have the best
pool to pick from. How can you
start? Recruiting firms are full of
potential candidates. Working with these
firms will allow you to make relationships with some of the best talent around.
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