Bringing in the best candidates
Dear e-COACH,
We are having trouble finding and keeping technical people for our organization. We are using the same recruiting methods we always have (classified ads) and now we are not getting satisfactory results. I am overworked! What else could we do?
Dear Overworked,
I am not surprised that you are experiencing difficulty with your recruiting efforts in the technical area at this time. Employment in many technical areas like health care, information technology, engineering and various skilled trades is fiercely competitive; few candidates and plenty of jobs. Recognizing that this situation is not going to improve in the short term, you are faced with a number of issues that your management team will need to address.
Your first priority must be to thoroughly review your employment needs and translate these into required core competencies, skills, knowledge or behaviors. This analysis enables you to consider many staffing options. When candidates are plentiful it is only natural that management follow the path of least resistance and hire that easily available person. However when candidates are not plentiful, management is required to utilize more creative thought.
Look to your current complement of staff first for any hidden talents or possible referrals. The vacancy might provide just the right move for one of your employees who has been secretly planning a job or career change. It may prove to be more beneficial to train a motivated employee who is already known to you in the new technical skills. Employees are one of the best recruiting sources for your company. Make sure they fully understand the staffing situation and not only will you increase your chances for referrals but you will go a long way to building a supportive and sympathetic workforce who will be more likely to pitch in when needed.
Challenge your assumptions and specifications so that you are not seeking over qualified candidates. Often suitable candidates are overlooked because recruiting efforts are too focused on narrow requirements. You might be pleasantly surprised to find that people with other related disciplines, or reduced academic qualifications are just as capable to perform this function. Another staffing strategy is to use the co-op programs available through high schools, colleges, and universities.
Considering that we may be facing these technical staff shortages for a minimum of three - five years, the investment in a new graduate or co-op student may be a prudent business decision. While students require a heavy investment of training time, overworking current staff without any sign of relief may be more harmful and costly in the long run.
Don't overlook the use of the Internet for your searches. Many technical people post their resumes on job sites. They also apply for positions that are posted on job sites and on the web pages of companies, professional associations, industry specific organizations, recruiters, outplacement firms and government.
Recruitment professionals can also assist you with your needs if you are willing / able to invest in their services to save yourself a substantial amount of time. Shop around - many offer creative pricing structures to meet your budget requirements. Skill shortages can provide management with an opportunity to expand their thinking and get outside of their current staffing paradigm and that is a good thing.
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