Posts Tagged ‘hire fast’

Need to Hire Engineers Fast?

January 10th, 2014

Silicon Valley is filled with startups looking for the best engineers for their teams. With a growing number of startup companies, but no large increase in available engineers, the recruiting process for coveted talent has become highly competitive.

The Demand of Employee Recruitment

Many companies don’t have the extreme amount of time it often takes to hire the number of engineers they need for their team. According to an article published by TechCrunch, hiring 12 engineers over the course of the year would require 19 hours of recruitment a week. This process, according to TechCrunch, requires a dedicated staffing recruiter on the payroll and a well-considered recruitment plan to be successful:

Hiring is what enables you to execute your product roadmap. So, falling behind on recruiting is a competitive issue.

Crunching Numbers

The first part of a solid recruitment plan is to understand what candidate recruitment will really take. Without any thought as to the requirements, seeking new team members will be like shooting in the dark; no goals, no deadlines and no game plan.

A heavy part of the consideration should come from employee referrals and closing percentages; time hunting is greatly reduced by employees who are able to refer specific engineers for the job, but ultimately your effectiveness in hiring is what must be examined. The technical recruiter at Sequioia Bret Reckard believes that around 75 percent of job offers should be accepted for a company to feel like their recruitment is healthy and their hiring process is operating at premium efficiency.

Time-Saving Referrals

For startup businesses, no brand name means tougher recruitment processes. With major companies like Twitter part of the fray and paying their senior vice president of engineering over $10 million, startups may find the Silicone Valley scene daunting. TechCrunch points out:

To find one new engineer, you need to scour LinkedIn, GitHub and your employees’ networks to identify 100 people who appear to have the right skills. Of those, maybe 10 people will be interested and open to a job change. After hours on the phone and countless cups of coffee, you’ll have a small pool of candidates.

Referrals allow you to skip these early stages of recruiting—the candidate’s contact at your company did that for you.

All Hands on Deck

This doesn’t mean an open door policy for employee referrals—this means a systemized and company-wide approach to getting new leads for possible candidates. Employees should be a part of regular meetings for listing the best engineers they’ve previously worked with, attended school with or have met in their business networking.

From a streamlined hiring process to the atmosphere of the work environment, businesses should make sure an efficient and positive structure is in place from the very first contact with each candidate.