A common problem shared by businesses in the region and often brought to our attention is frustration around the lack of top quality developers available and ready to work.
Thriving businesses are struggling to find candidates with the required skill-set and experience to join their teams and hit the ground running. In my experience, there are five top tips to follow to build a talent pool pipeline to help alleviate this frustration:
1. Be clear on what you need
Define the role you’re recruiting for clearly. Where will the candidate sit within your business? Where will they progress to within the next 12- 18 months? What do you need them to bring/add to your business?
2. Build a candidate pipeline
One of the biggest reasons businesses are struggling to grow is due to the lack of talent available. Sourcing is a full time task. You need to be engaging with and meeting potential candidates on a daily basis. Your employer brand is just as important as your consumer brand.
3. Build a nurture funnel
Keep in touch with potential candidates. Once a month is enough, but it’s important to make sure you’re engaging with your ideal candidates at different touch points so you’re front of mind when they’re in the market and looking for a new role.
4. Offer something unique
To stand out, you need to make sure that working for your business is unique. Do you offer flexible or remote working? Do you work with cutting edge technology? Pin-point what will attract top talent to your business and play on it!
5. Sell your vision
An interview is very much a two way process nowadays. The job role itself needs to be as good a fit for the candidate as the candidate is for the role. Build the picture for your candidate so they can really visualise how they’ll fit in with your business.
On reflection, all pretty simple factors that make such a big impact when attracting top talent to your business. Give it a try and measure the impact on your ‘A’ player hiring.