During my over 25 years as an executive recruiter I have witnessed many companies that do not know how to hire appropriately. Instead of a systematic process of executive recruitment, they tend to haphazardly go about scientific recruitment, engineering recruitment or IT recruitment. For example, the first response from a recent, potential client was, “when will we see resumes?” This is a sign that this company’s management recruiters do not have a clue as to how to engage in the executive search process. Instead, we religiously follow a very systematic 3-step process to ensure that our client’s needs are met.
Our time proven 3-step process includes:
Following this 3-step process to technical recruiting will not ensure that you hire the optimum candidate, but not doing so will increase the probability of a hiring error. Remember that needs analysis (1st step) is probably the most important of all three steps. It is governed by the old computer adage, “garbage in garbage out.” This is the case because even if you do a very good job of sourcing (2nd step), but if you are sourcing in abundance the wrong types of candidates, then this is counterproductive for your organization. So it is very important to both: a) spend a lot of time on step #1 (needs analysis) before moving on to the other 2 steps and b) thoroughly engage in all 3 steps during technical recruiting. This will greatly increase the probability that you uncover a star R&D, scientific, engineering, IT or technical performer that makes major contributions to your company now and in the future.
What is your experience with technical recruiting?
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