Archive for February, 2014
We talked about some things hiring companies can do to recruit technical employees. Maybe it’s a good idea to mention a few mistakes to avoid, as well.
Don’t make these hiring mistakes.
1. Don’t take the approach of a broad, large-volume search. Increasing the number of recruiters searching for your employee doesn’t necessarily increase your odds of finding him or her, and here’s why. Sought-after workers are easily turned off by a large volume of inquiries, versus a smaller number of highly targeted ones. Instead, enlist the help of highly specialized recruiters who already have relationships with these workers. A highly targeted, quality search yields better results every time.
2. Don’t be inflexible. Because these workers are so in demand, you may need to adjust some of your own demands where you can. Can you teach a talented worker a simple skill he doesn’t possess, if he possesses the majority required for the job and demonstrates the ability to learn quickly? Allow her to work remotely if she’s not close to your office? Don’t settle, but you may need to be willing to adjust your expectations to get the right worker who will accomplish what he needs to accomplish – which is the bottom line anyway, right?
3. Don’t forget to listen to their needs. Don’t go about your candidate search in broadcast mode: “Here we are and here’s why you should join us!” Instead, gather insight about what these workers are looking for. Talk to potential hires – or recruiters who are familiar with them – listen to their needs, and shape your offers accordingly.
Some of the major tech cities – among them Seattle and Austin, where TRC Professional Solutions has offices – are seeing drastically rising rental prices due to increasing competition for housing from people who can afford to pay more. Those people? Tech workers.
Rent always goes up, but tech cities are seeing an 5.7% average increase versus the 3% national average, according to this CNN Money article. Many of the cities’ inhabitants aren’t happy. In San Francisco, where multifamily rental housing is being converted into high-priced condos, some locals are staging protests including blocking the shuttle buses that carry Google and other Silicon Valley tech company employees to their jobs.
Rent prices in these tech cities have reached 82% above the national average. The rising prices are pushing taxi drivers, teachers, restaurant workers, and other low to middle-income workers to the suburbs or other cities. Even some tech workers are getting displaced. The concern of many, besides eviction and displacement, is that cities whose charm comes from their diverse inhabitants will become homogenized seas of, as the NY Times puts it, code jockeys with their heads buried in their laptops and sleek black Uber cars whisking hipsters from bar to bar.
The catch is, tech companies and workers are an enormous reason for the thriving economies these cities are currently experiencing.
What do you think? Should governments step in with regulations, tech companies take steps to preserve their cities’ diversity, landlords only take a “fair” price even though tech workers are offering more than the asking price – or is all fair in a capitalist society?
We’ve discussed that in 2014, technical skills continue to be in high demand. What recruiters and staffing agencies as well as hiring companies have known for years, has now become undeniable to the rest of the country, so much so that even Washington feels inclined to task itself with taking steps to mend the gap.
From educators encouraging technologically inclined students to pursue those paths, to human resource professionals tirelessly recruiting those with engineering, accounting, finance, and information technology skills, we’re all doing our best to get these workers to the companies that need them.
In the meantime – what can hiring companies do when skilled workers are hard to find?
According to Execu-Search CEO Ed Fleichman in the company’s 2014 Regional Hiring Outlook Report, as reported by Forbes, companies are doing the following – and you can, too.
1. Offer more. Forced to compete for scarce talent, the company with the sweetest deal wins.
2. Count soft skills. When exact fits are like a needle in a haystack, look for evidence of analytical and problem solving, team playing, intrinsic motivation, and communication skills. A talented candidate with these soft skills can be trained, quickly.
3. Provide training. Going along with #2, companies are implementing internal programs for training. This approach is smart because of how rapidly technologies change. Companies know their needs best, can adjust their training accordingly, and tweak it to suit their exact needs more nimbly than can an educational institution.
This infographic, courtesy of Forbes, provides an interesting snapshot of trends affecting technical professionals as well as temporary staffing.