Choosing the right professionals for your company is a delicate and, ultimately, time-consuming process. It takes a considerable amount of knowledge, skill, and resources to ensure you’re picking from the right pool of candidates and hiring the best person your company actually needs. When hiring technical professionals, you need a little extra leverage—the kind that experienced technical recruiters can easily provide.
Unlike regular staffing, hiring technical experts demands a certain degree of knowledge—the kind that you can’t just quickly Google search to prepare pre-interview. It also takes expert recruiters who know what they’re doing to reconcile credentials on paper with actual skills. Sub-par candidates can fool general recruiters with a big smile, a compelling resume, and a sharp outfit.
Global technical recruiters who have been in the industry long enough know better, and thus are not so easily swayed.
In a time where the market’s bombarded with overqualified but underemployed professionals, you’re sure to attract a boat-load of candidates that are willing to prove they’re the best fit. Let the professionals find the perfect people for your team by outsourcing these five responsibilities to them.
Recruitment Planning
What sets apart the recruitment plan from the strategy? Time and structure. Although strategizing has its own design, the recruitment plan serves as a sturdier basis—the backbone of the process—that sticks to its deadlines and structure.
The planning is more attuned to the timeline of the procedures included in the overall recruitment process. It’s more generic than strategizing, and it typically answers these five questions:
- What is/are the job openings?
- When is the target hiring date?
- Who are the candidates?
- Why target this group of professionals?
- How will you go about the recruitment?
Your recruitment plan is essentially the blueprint of your entire hiring practice. It includes the announcement, timeline, and interview plans. Although relatively easy in theory, it can prove to be a difficult thing to accomplish—especially with companies that have other primary business operations to accommodate.
Having a trusted technical recruiter handle this responsibility should smoothen out the overall outsourcing process.
Strategizing
You’ve developed a recruitment scheme native to your company. Has it effectively hired the right people for you? When you’re looking for the rock star technical specialist your company needs, is the scheme sufficient?
Believe it or not, it takes skill to bring in the best people for your team. There are multiple factors in the labor market that are not as generically accounted for when hiring in thriving industries. Usually, the strategy will take into account the following:
- Staffing plan
- Job analysis
- Existing strategies (including Recruitment Process Outsourcing or RPO)
Your team members can expect to spend a considerably amount of time and energy on the strategy alone—never mind actually meeting deadlines. The lack of experience and pressure-driven decisions could result in a faulty plan that leads to miscommunication, consequently affecting the quality and attendance of applicants.
Ultimately, the goal of successful strategizing is to pool together a diverse group of candidates throughout the selection process. Once the options have been narrowed, only the veterans can cherry-pick the best choice.
Related Content: How to Successfully Outsource Software Development Projects
Sourcing
Using the right platforms and avenues during recruitment may seem like a simple enough task, but it’s one that can drain your time without you noticing. Finding the right candidate entails using the right avenues. Some optimistic hopefuls, even if they don’t meet the requirements, will take a shot at applying for a position they’re not fully qualified for. This, of course, will broaden your selection and further lengthen the shortlisting process.
Thankfully, sourcing is a lot easier these days thanks to job sites. They’re handy, easy to set up, and are particularly prominent amongst the younger crowd. However, although they may be extremely convenient, take caution: taking pot shots in the dark and signing on with random sites can hurt your hiring process. And because they’re also accessible to just about anyone with a working device and network connection, it can be hard to find authentic candidates.
Sourcing for exceptional technical professionals is a complex job. It requires a certain level of understanding regarding the respective industry while simultaneously employing the best possible tactics for mining for candidates. Surely your company already has core responsibilities that your staff needs to take care of. Allocating a significant amount of company resources to just one area—i.e., human resources for hiring—isn’t a viable or sustainable option.
Screening
Screenings range from subjective to objective approaches. These typically take the form of interviews and tests, often combined. For recruiters used to typical staffing, this can be a pretty problematic area since it requires professionals from the same industry—or at least recruiters with extensive knowledge in the field—to rightfully conduct the assessment.
Of course, these performance-based assessments usually have standards to make the screening easier; the shortlisted applicants will normally be asked to take an examination to weed out unlikely candidates.
This is the usual approach for typical hiring. However, with technical specialties, a balance between IQ and EQ matter. Any expert recruiter will be able to hit that sweet spot for your team thanks to industry-specific knowledge coupled with company-mandated requirements.
Evaluation and Control
Masking as an easy job, evaluation and control serve as top contenders as the most overlooked recruitment tasks. These normally involve the fund management and process evaluations. With the frequency and cost per recruitment, it’s crucial to stay on top of the expenses and adapt ways to minimize them.
Careful accounting and expense tracking is crucial in assessing the most cost-effective methods for hiring. This knowledge generally helps plan the next recruitment more efficiently.
Typical recruitment expenses are as follows:
- Resource expenditure including professional time spent on planning, strategizing, sourcing, and screening.
- Costs for professional postings on job portals, newspaper ads, and other job advertisement platforms.
- Other administrative expenses and recruitment overheads.
Process evaluations cover the recruitment procedures and methods. This part is a blend of quantitative and qualitative measures that include:
- Number of applicants
- Number of qualified applicants
- Cost per head of final candidates
- Feedback on recruitment process (methods, advertisements, accommodations, etc.)
This is a pretty arduous task that will require both the HR and accounting department to put forth a good deal of effort. Right off the bat, you’re using two teams to accomplish one bulk task that can easily be managed by one person; a technical recruitment professional.
This much work—and perhaps more besides—is what a successful technical recruitment endeavor entails. While trial and error is one way of learning for some businesses, yours won’t have to suffer the resource deficit if you make the smarter choice today. Hire technical recruiters to do what they do best so that you can do what you do best.
