[et_\u200bpb_\u200bsection bb_built=\u201c1\u201d][et_pb_row][et_pb_column type=\u201c4_4\u201d][et_pb_text _builder_version=\u201c3.13.1\u201d]<\/p>\n
The rapid devel\u00adop\u00adment of tech\u00adnol\u00ado\u00adgy is the biggest dri\u00adver of change and oppor\u00adtu\u00adni\u00adty in the world of work today. The way soft\u00adware is built has changed dra\u00admat\u00adi\u00adcal\u00adly over the last decade. Tech\u00adnol\u00ado\u00adgy play\u00aders have had to scale their oper\u00ada\u00adtions into the wider open world in order to be able to inte\u00adgrate into the func\u00adtion\u00adal envi\u00adron\u00adment required by their cus\u00adtomers. The homo\u00adge\u00adneous world of com\u00adput\u00aders and browsers is a life left behind. Instead, we build appli\u00adca\u00adtions that run across mul\u00adti\u00adple clouds, devices and envi\u00adron\u00adments. Tra\u00addi\u00adtion\u00adal ways of pro\u00adduc\u00ading doc\u00adu\u00admen\u00adta\u00adtion and train\u00ading are not scal\u00adable to mod\u00adern appli\u00adca\u00adtion devel\u00adop\u00adment. New ways to learn things and build a cred\u00adi\u00adble employ\u00ader image in the mar\u00adket are needed.<\/p>\n
With such a change, it is some\u00adwhat sur\u00adpris\u00ading that the change in tech\u00adnol\u00ado\u00adgy recruit\u00adment skill require\u00adments has not yet been con\u00adcrete\u00adly imple\u00adment\u00aded gen\u00ader\u00adal\u00adly. This rapid devel\u00adop\u00adment has cre\u00adat\u00aded new chal\u00adlenges for recruit\u00adment. It has become imper\u00ada\u00adtive for com\u00adpa\u00adnies to map proac\u00adtive\u00adly the demand for cer\u00adtain tech\u00adni\u00adcal skills in order to iden\u00adti\u00adfy the right tal\u00adent and get the right tal\u00adent in time to meet the grow\u00ading need. Recruiters and HR pro\u00adfes\u00adsion\u00adals in com\u00adpa\u00adnies around the world are strug\u00adgling with tech\u00adni\u00adcal recruit\u00adment. There is a world\u00adwide short\u00adage of tal\u00adent\u00aded technicians.<\/p>\n
The US Bureau of Labor Sta\u00adtis\u00adtics has pre\u00addict\u00aded that by the year 2020 there will be more than one mil\u00adlion IT-based jobs in the US with\u00adout qual\u00adi\u00adfied grad\u00adu\u00adates. The sit\u00adu\u00ada\u00adtion in Europe is not much different.<\/p>\n
Hir\u00ading top tech\u00adni\u00adcal experts is becom\u00ading a com\u00adplex process, with pre\u00advi\u00adous\u00adly learned meth\u00adods becom\u00ading obso\u00adlete. In the face of ever-chang\u00ading skills require\u00adments, it must be ensured that the recruiter also has suf\u00adfi\u00adcient under\u00adstand\u00ading of the tech\u00adnol\u00ado\u00adgy. Time is also a crit\u00adi\u00adcal fac\u00adtor in get\u00adting the best can\u00addi\u00addate and how he or she expe\u00adri\u00adences the recruit\u00adment process. When tech\u00adni\u00adcal tal\u00adent is of para\u00admount impor\u00adtance, recruiters must respond by updat\u00ading their screen\u00ading process accordingly.<\/p>\n
The first step for recruiters is to have more aware\u00adness and knowl\u00adedge about the tech\u00adnol\u00ado\u00adgy roles and the pur\u00adpose they serve in the com\u00adpa\u00adny. You need to stop reg\u00adu\u00adlar\u00adly in order to check in which direc\u00adtion and how the skill require\u00adments of your orga\u00adni\u00adza\u00adtion are evolv\u00ading. Know\u00ading the role and expec\u00adta\u00adtions of the tech\u00adni\u00adcal tal\u00adent to be sought after will help recruiters nar\u00adrow their search when seek\u00ading the right can\u00addi\u00addate and skills. Often\u00adtimes can\u00addi\u00addates also appre\u00adci\u00adate such clar\u00adi\u00adty. This also adds val\u00adue to the orga\u00adni\u00adza\u00adtion in the eyes of appli\u00adcants as they com\u00adpare the var\u00adi\u00adous options that these top pro\u00adfes\u00adsion\u00adals sure\u00adly have.<\/p>\n
At Islet, we put togeth\u00ader the best tips for recruit\u00ading tech\u00adni\u00adcal tal\u00adents that we have found help\u00adful to attract poten\u00adtial candidates.<\/p>\n
If you real\u00adly want to build a bond and leave a mark on poten\u00adtial can\u00addi\u00addates, you need to learn to speak their lan\u00adguage. You don\u2019t have to be a cod\u00ading expert to inter\u00adview tech\u00adni\u00adcal experts, but you still need to know what you\u2019re look\u00ading for, under\u00adstand the basics of a devel\u00adop\u00ader\u2019s job, be able to explain the direc\u00adtion in which your busi\u00adness is going in this area, and what new poten\u00adtial might be invested.<\/p>\n
High-tech tal\u00adents make sure they are chal\u00adlenged in the right way. They enjoy the oppor\u00adtu\u00adni\u00adty to test and demon\u00adstrate their skills and intel\u00adli\u00adgence. For exam\u00adple, in a recruit\u00adment sit\u00adu\u00ada\u00adtion, you can give them a chal\u00adleng\u00ading task to solve. With cer\u00adtain\u00adty, they jump in eager\u00adly to try it.<\/p>\n
Most of our tech\u00adno\u00adlog\u00adi\u00adcal tal\u00adents are so-called pas\u00adsive can\u00addi\u00addates. This means that the best tech can\u00addi\u00addates are not active\u00adly seek\u00ading for work. They do not vis\u00adit cor\u00adpo\u00adrate web\u00adsites to eval\u00adu\u00adate a poten\u00adtial employ\u00ader or read job announce\u00adments through adver\u00adtis\u00ading chan\u00adnels. So where do you find the tech\u00adni\u00adcal expert? We need to look at the right places and tap into exist\u00ading potential.<\/p>\n
<\/p>\n
Here are some tips for seek\u00ading poten\u00adtial candidates:<\/strong><\/p>\n \u2022 Tech\u00adnol\u00ado\u00adgy com\u00admu\u00adni\u00adty sites across dif\u00adfer\u00adent social media channels Career blogs and videos from experts in your orga\u00adni\u00adza\u00adtion play an impor\u00adtant role when can\u00addi\u00addates eval\u00adu\u00adate a poten\u00adtial employ\u00ader after first contact.<\/p>\n Although only a frac\u00adtion of the tech\u00adni\u00adcal per\u00adsons are active\u00adly look\u00ading for work, I noticed that most of it them , how\u00adev\u00ader, are inter\u00adest\u00aded in hear\u00ading about new job oppor\u00adtu\u00adni\u00adties. Usu\u00adal\u00adly the best way is to con\u00adtact them direct\u00adly, either by phone or email, and be able to explain why you think an open job and com\u00adpa\u00adny would suit that per\u00adson. After that, you should be able to describe clear\u00adly the tech\u00adnolo\u00adgies in use and the relat\u00aded projects and future opportunities.<\/p>\n <\/p>\n How to suc\u00adcess\u00adful\u00adly recruit tech\u00adni\u00adcal tal\u00adent<\/strong>s?<\/strong><\/p>\n First of all, make a bench\u00admark study. Find sim\u00adi\u00adlar job list\u00adings in your area to iden\u00adti\u00adfy dupli\u00adca\u00adtion and make your ad to stand out, pro\u00adfes\u00adsion\u00adal and engag\u00ading. It is also good to ask your own employ\u00adees, espe\u00adcial\u00adly those recent\u00adly hired, what made them inter\u00adest\u00aded in the com\u00adpa\u00adny. Know\u00ading which fac\u00adtors influ\u00adenced the employ\u00adee to choose your orga\u00adni\u00adza\u00adtion from sev\u00ader\u00adal oth\u00ader options will give you insight how your com\u00adpa\u00adny stands out in the mar\u00adket. High\u00adlight clear\u00adly enough the strong employ\u00ader brand that you have built and strength\u00aden it in all your communication.<\/p>\n When search\u00ading for a tech\u00adni\u00adcal expert, always start by know\u00ading that you under\u00adstand the posi\u00adtion you want to fill. The first prob\u00adlem for HR pro\u00adfes\u00adsion\u00adals and recruiters is to under\u00adstand the sub\u00adstance of the jobor tech\u00adnol\u00ado\u00adgy. HR pro\u00adfes\u00adsion\u00adals and recruiters who do not have tech\u00adni\u00adcal back\u00adground often strug\u00adgle to under\u00adstand what skills are required for a par\u00adtic\u00adu\u00adlar tech\u00adni\u00adcal position.<\/p>\n Does the back-end, front-end or full-stack need a devel\u00adop\u00ader, for exam\u00adple? What are the key skills of the devel\u00adop\u00ader in search? Does the can\u00addi\u00addate have the lat\u00adest knowl\u00adedge of the tech\u00adnol\u00ado\u00adgy or only expe\u00adri\u00adence from old\u00ader ver\u00adsions? In how many projects has the can\u00addi\u00addate real\u00adly worked with the tech\u00adnol\u00ado\u00adgy and in what role? How do you define the spe\u00adcif\u00adic skill lev\u00adel dif\u00adfer\u00adences between a junior and senior? As a recruiter, you need to know exact\u00adly what kind of skills and expe\u00adri\u00adence you are look\u00ading for in an ide\u00adal candidate.<\/p>\n Once you have iden\u00adti\u00adfied the most impor\u00adtant skills for the tech\u00adni\u00adcal role to be sought after, you must write a com\u00adplete job descrip\u00adtion. In order to suc\u00adceed in find\u00ading, attract\u00ading and, ulti\u00admate\u00adly, hir\u00ading the best expert in the com\u00adpe\u00adti\u00adtion, you need to under\u00adstand all the nuances of the role.<\/p>\n In gen\u00ader\u00adal, most devel\u00adop\u00aders are men and a large part of them may still be learn\u00ading a new pro\u00adgram\u00adming lan\u00adguage out\u00adside their pre\u00advi\u00adous edu\u00adca\u00adtion. Devel\u00adop\u00aders, like oth\u00ader experts, are rel\u00ada\u00adtive\u00adly mobile, mean\u00ading that CVs often show job changes every few years or they work on their own projects with mul\u00adti\u00adple employ\u00aders. Chang\u00ading jobs is indeed the norm today.<\/p>\n Find out what moti\u00advates them the most and what fac\u00adtors work as a dri\u00adver? What are their wish\u00ades and needs? And what, in turn, can be demo\u00adti\u00advat\u00ading at work? It is also impor\u00adtant to under\u00adstand how tech\u00adni\u00adcal experts eval\u00adu\u00adate the new work. How impor\u00adtant is the reward and bonus\u00ades offered, the flex\u00adi\u00adbil\u00adi\u00adty of the job, the nature of the projects, and how does the orga\u00adni\u00adza\u00adtion invest in the lat\u00adest, best tech\u00adnol\u00ado\u00adgy or any\u00adthing else?<\/p>\n There must be a clear path to what a per\u00adson can achieve in their career in the orga\u00adni\u00adza\u00adtion and the aware\u00adness that they are work\u00ading towards an agreed goal. For exam\u00adple, in the gam\u00ading world hun\u00addreds of hours are spent doing the basic thing while play\u00ading, but the rea\u00adson why it is done is not just play, but what you can achive by doing it.<\/p>\n I talked to Ras\u00admus Roi\u00adha<\/strong><\/a>, CEO of the Soft\u00adware and e\u2011Business Asso\u00adci\u00ada\u00adtion<\/strong><\/a>, who is a vision\u00adary in the world of tech\u00adnol\u00ado\u00adgy experts. Ras\u00admus raised two points that influ\u00adenced the choice the job of expe\u00adri\u00adenced devel\u00adop\u00aders. The first thing to note is that the job itself is not as impor\u00adtant as the impres\u00adsion that the com\u00adpa\u00adny is doing \u2018mag\u00adi\u00adcal\u2019 things. Nor was a com\u00adpet\u00adi\u00adtive wage among the top cri\u00adte\u00adria. A strong employ\u00ader image made them want for that par\u00adtic\u00adu\u00adlar job. There\u00adfore the choice of work\u00adplace seems to be large\u00adly image-based. This proves that the brand of a com\u00adpa\u00adny plays an enor\u00admous role than just the per\u00adcep\u00adtion of cus\u00adtomers and consumers.<\/p>\n Anoth\u00ader con\u00adsid\u00ader\u00ada\u00adtion is a mean\u00ading\u00adful work. That is, top tal\u00adents want to work in an envi\u00adron\u00adment where they can be in a sim\u00adi\u00adlar com\u00adpa\u00adny, mean\u00ading A\u2011team play\u00aders want to play with A\u2011team. Sur\u00adpris\u00ading\u00adly, if only the young, the \u2018Farm League\u2019, were hired, then from the employ\u00adee\u2019s point of view, this could be a neg\u00ada\u00adtive thing. Thus the key is the way of doing work. The orga\u00adni\u00adza\u00adtion may have a ball pool and they tend to do all kinds of fun togeth\u00ader on Fri\u00addays, glass of cham\u00adpagne etc., but in the expert\u2019s opin\u00adion, the ways of doing work is far more impor\u00adtant when going into a world of seniors-level.<\/p>\n The bot\u00adtom line is that build\u00ading a brand image of an orga\u00adni\u00adza\u00adtion that exudes pro\u00adfes\u00adsion\u00adal\u00adism and pio\u00adneer\u00ading in a high\u00adly com\u00adpet\u00adi\u00adtive mar\u00adket is one of the most impor\u00adtant fac\u00adtors in attract\u00ading tech\u00adni\u00adcal\u00adly tal\u00adent\u00aded indi\u00advid\u00adu\u00adals. The stronger the brand, the more appli\u00adcants you get and the eas\u00adi\u00ader it is to attract tal\u00adent and the right exper\u00adtise to the orga\u00adni\u00adza\u00adtion in the future.<\/p>\n <\/p>\n <\/p>\n
\u2022 Col\u00adlab\u00ado\u00adra\u00adtion with enti\u00adties pro\u00advid\u00ading train\u00ading in the field of applied technology
\u2022 In-house con\u00adtacts and a reward\u00ading incen\u00adtive bonus for suc\u00adcess\u00adful tips
\u2022 Direct per\u00adson\u00adal contact
\u2022 Par\u00adtic\u00adi\u00adpat\u00ading in tech\u00adnol\u00ado\u00adgy events and fairs
\u2022 Orga\u00adniz\u00ading your own events around top\u00adics of interest
\u2022 Spar\u00ading and exchang\u00ading infor\u00adma\u00adtion with oth\u00ader tech\u00adnol\u00ado\u00adgy organizations<\/p>\n
How do you <\/strong>retain the tal\u00adent in the organization?<\/strong><\/p>\n