Sam Randall, Technology Practice Head, SE Asia and India, Page Executive
Following on from my last blog I'm keen to now comment on things that employers can do to ensure their hiring process isn't the weak link in their talent strategy.
Whilst the tech talent market is tight, there are things you can do to make sure you have the best chance of identifying, hiring and retaining the best IT and digital professionals for your organization. Here are five that I consider most important:
The first thing you really need to understand is what you’re trying to achieve. Why do you need to hire a development team or other IT professionals? What outcomes are you expecting from implementing this new data science tool? How will you utilize their skill sets whilst keeping them interested and engaged?
Make sure that you have done PROPER due diligence on the market rate for the skill set you want.
Don’t just rely on salary surveys and reports, as these often lump large groups of skills together under titles like “software developer”.
When you have an understanding of what you are looking for, speak to a recruiter or other professional who specializes in that space to understand if this type of profile is readily available in the market and if you’re benchmarking is accurate. If you are in a hurry to hire, the last thing you need is to spend three months interviewing people of the wrong level before having to relook at your budget.
3. Hiring process
Before you start hiring it is really important to make sure you have clearly defined your process:
• How many interviews will it take?
• What are the stages? Why do you need these stages?
• Who is involved? what is their role – veto vs opinion; why are they involved?
• Do you have any tests or objective measurements of skill levels? If yes, what value do they add and have you put everyone through them to get a benchmark?
• How long does it take? In a talent short market, an efficient process is key.
If you’re a startup founder, don’t always expect your tech guru to love your brand as much as you do. It may be irrelevant to them, or they may learn to love it. What many technologists really covet is the opportunity to build stuff how they want build it. Obviously, it helps if they understand your business model, especially from a front end / design perspective.
5. Skill set utilization & planning
Reiterating an earlier point perhaps but once you’ve built your fancy new platform or delivered your digital transformation initiative, with stunning new mobile apps, what do you expect your team to do? If they’re not engaged and enjoying their role, please expect to have to replace them sooner rather than later.