Every year, corporations spend millions of dollars on hiring: per Forbes, research suggests that the average company spends $3,300 per hire on recruiting alone; in other words, finding employees is very expensive. But, it can be even more expensive if the new employees are inept, lazy, or if they jump ship after only a few months. This makes finding the right employees imperative: good employees will be assets to a company while bad employees will merely be pains in the assets.
Getting Great Employees: the General Guidelines
In general, whether hiring for sales or tech, marketing or distribution, there are certain qualities that a business should look for in an employee. According to Forbes, this process can be summed up with seven C’s employers should look for: competence (having the necessary skills); capability (willingness and talent to complete both hard and easy tasks); compatibility (ability to get along with coworkers, superiors, clients, and partners); commitment (willing to be involved for the long-term); character (having values, such as honesty and selflessness); culture (ability to properly reflect a company’s image); and compensation (being satisfied with a salary that is also agreeable to the company hiring).
Where to Find the Talent
Finding talent isn’t what it used to be: very few companies solely rely on resumes, temp agencies, or ads in the local paper. Rather, employers look at social networks — particularly Twitter and LinkedIn — hire headhunters or have an in-house recruiting staff, or post on job boards. While all of these routes are sure to provide a large talent pool, hiring for tech positions usually requires a bit more fishing.
According to Business Insider, some of the best ways to fill tech positions include hiring people with engineering backgrounds straight out of college (as opposed to stealing employees from other companies); hiring people who are passionate (while they need to be capable, a person’s passion determines their level of effort as well as their dedication); offering a unique experience that most companies can’t match (Google, for instance, has gotten a reputation for being a very fun place to work and, as a result, is often overwhelmed with resumes and inquiries of very talented people); offering a chance to have variety (instead of doing the same job over and over again); allowing people to take ownership of their projects (this gesture often attracts people who enjoy their independence as well as those who take pride in their work); and providing ongoing opportunities to grow and hone skillsets.
Other things that can be done to find good tech talent include: searching online communities (such as Stack Overflow); posting job descriptions on social media that are directly linked to applications (people will be more likely to apply if the job application is easy to find); making the job description realistic (posting a job with dozens of requirements will scare off quality talent); disseminating information or videos about the company on places where tech people frequent (such as YouTube); insuring the in-house or hired recruitment team is tech-savvy; and using present employees as a tool for recruiting (tech people often went to college with other tech people, making them a valuable resource when seeking out untapped talent).