Talent recruitment is one of the most important aspects of growing your business, particularly in the tech sector. Knowing not just what you’re looking for, but how to look for it, can make the difference between hiring the perfect team and an endless revolving door of ill-suited candidates. At TekRek we know our clients want to find the best in class talent, it is also important to define what that means for your firm’s unique situation.. By using a bespoke approach to recruitment, as well as harnessing the power of data analytics, we specialize in tailoring a strategic approach to your talent search.
When beginning a new talent search, it is important to take stock of what your hiring goals and areas you might have flexibility. By laying out three key hiring factors, your process can be tailored to achieve the best results for your company. Here are three important factors to consider:
Time to Fill the Role
Quite simply, how soon does this particular position need to be filled? Does your firm need someone as soon as possible, or do you have time to evaluate a wider range of applicants? In addition, are there multiple positions that you are hiring for, which will naturally take more time? All of these questions naturally feed into your hiring budget, if your time is limited it is easier to compensate more for the right candidate. If you have strict parameters and a hard budget the interview process will take longer. If this is the route you go, be mindful that each hour of interviewing is a wage hour lost for your team. For senior team members that will range in hundreds of dollars per hour. Can a trade off be reached?
Compensation Offered
Sticking with the topic of budget, what level of compensation is your firm prepared to offer to fill this role? Is it competitive for similar roles across other comparable tech firms? If the budget allows for a high salary, bear in mind this may attract a large number of applicants to sift through. Depending on the budget, are you able to offer a staff referral bonus? If the budget is more limited, are there other incentives you can offer potential candidates, such as flexible scheduling, work from home options, or other highlight scope of work (recent studies show 55% of candidates prioritize scope of work over salary, job title, and external benefits)
Skills Requirements from Candidates
While searching for new applicants, it is important to be clear about the skills required for the position, and not to overstock these making the perfect candidate unrealistic. Be flexible in evaluating the CVs that come your way, focus more on skills, practical experience, and contextualize where they built up these experiences instead of just job titles and years. For example, if you are looking for a candidate with 6+ years experience and your firm is a Series A, it might be more valuable to hire a candidate that has 4 years experience in a firm that recently secured Series B, than a candidate with 7+ years and limited start up experience. The first candidate will have gone through your journey and add practice insights into how to reach that next step. Lastly, technical skills can be learned and candidates can mature into a role with more responsibility, be a bit more flexible in these areas. Although, making sure the candidate is the right fit for your team’s culture should be non-negotiable.
If your tech firm is focusing on talent recruitment, TekRek can help you tailor your search to find the candidates you need. From temporary hires to executive searches, we were founded on the simple vision of making recruitment as efficient and effective as possible. By using our bespoke data driven recruitment process, TekRek can help you to not only find, but to engage and build relationships with the best talent specifically for your team and business.
Contact TekRek today to get started.
