By Gurvinder Singh, TechRank
Over the years I have recruited many people and I’ve found tools that have helped e.g. hire the right tech person for the right tech job. I hope they’ll help when you need someone to join your team.
Getting the Job Description and Advert Right
If you want to get the best people excited, you need a great job description and an enticing ad.
- Hemingway App[i]
For writing clear and concise content. It’ll help cut out needless words and highlight overly complex sentences. http://www.hemingwayapp.com/
Keeps you from using the same words repeatedly in sentences or paragraphs by offering alternatives. https://visuwords.com/
For spellchecking and ensuring your grammar is spot on. https://www.grammarly.com/
Use Job Aggregators
Job aggregation sites gather together jobs from across multiple job boards, careers sites and vacancies pages. Posting your vacancy onto a site, such as Indeed.co.uk[iv] will significantly improve your chances of attracting great candidates.
Make the most of LinkedIn
Of the 575 million profiles on LinkedIn 260 million are active at least once a month and 40% of those use LinkedIn at least weekly.
LinkedIn provides you with the opportunity both to advertise job vacancies and to proactively search for people with suitable skills and attributes.
Benefit from Applicant Tracking Systems (ATS)
With a list of candidates, you need to manage the information about them so you can make the right decision. Applicant tracking systems, such as Bullhorn[v], can help. https://www.bullhorn.com/products/applicant-tracking-system/
Regard applicant tracking systems as your recruitment CRM. Recruitment isn’t straightforward. Legislation designed to protect both the candidates, and the company, has to be adhered to and you have to be able to justify decisions.
An ATS will speed up the process and ensure you never miss a candidate or conversation as e.g. interview times and notes from conversations can be recorded. Some, including Bullhorn, integrate with LinkedIn.
When candidates are working it can take time to arrange face-to-face interviews. If your business is one of the rapidly-growing number of remote only businesses, you may not have an office for them to come to!
Products such as VidCruiter[vi], Breezy HR[vii] and Spark Hire[viii] allow you to book interview times, record the video (for playback later and to meet legislative demands) and even check references. All of which cuts costs and makes everyone’s life a little easier.
When recruiting to fill a technical vacancy, it’s vital that the candidates have the core set of skills you are looking for. However, more and more organisations are looking at the “softer” skills and traits to help them choose the perfect person. Personality, judgement aptitude and cultural fit are all important. Just having the right technical skills does not guarantee they will be the right person for you. That’s where tools such as Saberr[ix], Berke[x] and Athena Assessment[xi] will help.
You may be better off finding someone who is the right fit and then training them to fill any gaps in their technical knowledge – as long as you know, in advance, where those technical gaps are.
How can you assess their technical skills and identify any gaps? This is where candidate testing tools come in. There are many variations available. Some are straightforward skills testers: do the candidates have the exact skills you need. Others take a slightly different approach, looking at the candidates’ abilities to think logically and laterally. Scenario testing, so to speak.
Having an accurate assessment of the skills your candidates really possess, as opposed to what they claim to be able to do, is key to making the right choice. Of course, there are also people, with a strong set of skills, who struggle to sell themselves (particularly tech staff). Check out tools like TechRank if you want to know what tech skills your candidate has. This will also help you see beyond a poor interview performance.
Whether you hire people regularly or occasionally these tools will help you find perfect candidates when you need them.
ABOUT THE AUTHOR
Gurvinder Singh is the co-founder of TechRank. TechRank sources, expertly tests and objectively ranks tech talent helping companies hire the best, and most capable person for the job. By testing candidates for the level of skill the position requires, businesses can make an objective decision about the person they hire to fill a vacant tech role.
Gurvinder’s LinkedIn: https://www.linkedin.com/in/gurvinder-singh/
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