If I could only pick one… do this to win the 2019 hiring challenge
Over the past three weeks I have been blogging about the challenges technology companies are going to face in 2019 when it comes to hiring people.
2018 has been a fiercely competitive year and I have seen the lengths some companies will go to in order to make sure they are winning the best people to their cause. I have also seen just how important it is to make sure you are working with the right recruiter (but I would say that).
These days, you need to be working with recruiters who “get you” and share your values. Noa focus ruthlessly on making quality placements and we love working with companies who are all about the long-term.
One of my clients commented on my recent blogs and asked me “if you could only do one of the things you suggested in 2019 what would it be?”
I genuinely think there are two critical things to get right if you want to win the 2019 hiring challenge. Firstly, learn to be quick. Second, learn to be flexible on your needs.
Be Quick – All of our clients that have been successful in hiring the staff they need share the same crucial trait. They make hiring decisions quickly. They know that delaying on feedback, pushing back an interview or hesitating on making an offer can have a huge impact on whether a successful hire is made. It could be the difference between a candidate taking your job or going with a competitor. Now everyone is busy. But if you are too busy to react to talent when it lands in front of you then I would question if you should be hiring at all. Talent and recruitment are either a priority for you or they are not. If it is, then react and be quick.
Be flexible on your needs – This is not me asking you to lower your quality threshold. This is me asking “are there other ways to get you the skills you need?”. We have a very successful client who has a core skills bracket that they cannot deviate from. However, they then have a softer bracket that allows us to widen our search. So far this year we have placed several people with them who were not quite a 100% fit but had enough (and were coachable) to make them great hires. We have another client who has done a similar thing with salary and has since hired “rising stars” that previously wouldn’t have even been considered.
So in sum, start being quick. Stop being ridged.
Don’t wait until 2019 to get started with some of these tips. Be quick. Reassess your needs and wants, could a different type of candidate work? What has your experience of hiring tech talent been? Perhaps it’s a nightmare. Maybe you are smashing it. We would love to hear about it.
And don’t forget, the best jobs can be found at: https://thisisnoa.com/jobs/
P.S. OK so if I absolutely had to pick one it would be BE QUICK!