The Challenges of Technical Recruiting and How to Overcome Them
Human resource is the most important asset in any organization. Companies are increasingly focusing on personnel improvement in terms of skill advancements and the working environment. While these are important measures, the starting point is in the recruitment. Getting the right candidate can go a long way into improving the overall performance and bottom line for your business.
In technical fields such as mechanical and electrical recruitment, exercises require the participation of hiring managers, HR professionals, and technology experts. HR professionals charged with the duty to find the right candidates for technical jobs often face challenges wading through acronym-laden resumes as they extract useful information. The biggest challenge is during interviews because industry jargon may again come into play which potentially hinders HR professionals from picking the right candidates.
To begin with, HR professionals must collaborate with hiring managers through every step of the recruitment process from job requirements to the actual selection of candidates. Below are some of the tips for effective collaboration with hiring agencies.
Defining Job Requirements
Before putting out the job on the media, it is important to do your homework. The most important aspect to technical recruiting lies in understanding how critical the technical aspects are, what specialized skills the position needs, and what you can train on. To come up with answers in this area, it is important you meet with department heads and try to establish their requirements before the recruitment begins.
Human resources consulting agencies are well positioned through technical expertise and can help you define the job description complete with the requirements. This is because recruitment is the mainstream exercise in these agencies and as such they have invested heavily in systems and personnel.
Screening for Technical Skills
Once the job requirements have been drafted and agreed on, candidate’s curricula vitae can now be reviewed and screened for the specific skillset. Most recruitment professionals use checklists to ascertain the skills and at times they may ask the candidates to evaluate themselves with respect to the level of expertise and experience. Where necessary, technology tests may be administered to evaluate key fundamental skills.
Human resource professionals come in handy at this stage of the process. While technical skills are important, jobs go beyond these skills and knowledge. Therefore, the interview process to be used should aptly capture performance and cultural fit. Workplaces and companies have cultures and environments which employees have to fit in for optimized performance.
Performance stories can best be elicited through behavior-based interviewing. For instance, you may ask construction management and technical candidates to tell you what their view on supervision is or to give you a specific example of what it means to work under stress. By encouraging them to describe Situation-Action-Result, you can gain useful insights into their core competencies, areas of weakness, as well as performance track records.
Partnering with hiring managers in the interview process right from the earliest stages can help you get the best candidates in terms of people skills, career goals, and maturity levels.
Human resource risks can best be mitigated through collaborative hiring. According to research, employees hired through experienced recruitment agencies show increased productivity because they get up to speed more rapidly. The involvement of the company and the hiring agency helps in creating a feeling of ownership of the process and the new hires which in turn help in training and mentoring. The intensive nature of the hiring process also creates an environment where the management get to know the candidate well.