Tech Hiring
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With the competition being intense and the need for technical people on the high on account of the large scale of operations, tech hiring must be done with great caution. Recognition of the people with the key skills from a huge number of applicants calls for new techniques of recruitment which are cost effective.

The first step in recruitment technically sound people is the analysis of the job-in-hand to identify the skills required for the task. If there is insufficient staff to complete the job, the management will have to resort to the internal or external sources to fill the gap. A recruitment yield pyramid helps to have an idea of the leads the company should generate to get the required number of recruits. If the company can get technically sound people within an organisation, an advertisement calling for the people with the required skill set can be made within the company intranet. Attaining the new recruits within the organisation is advantageous as the past achievements of the candidate can be scrutinised in detail, thereby ensuring the appointment of the right candidate.

If the required skill is not available within the organisation, the company has to call for the people through external channels like advertisements in the newspapers, internet, placement consultants, company portals, etc. After the initial screening of the leads, the remaining candidates will have to go through the selection process carefully designed by the management. The tests can be formulated to suit the needs. The scores on the tests should be capable of reflecting whether the contender has the skills required for the job. Therefore, the tests should be prepared with the end in mind so that the technical skills of the candidate are echoed through it.

There are different types of tests like cognitive tests that can reveal the problem solving skills and general aptitude of the candidate. This test is useful when the number of candidates is high in number. Technical knowledge alone cannot produce the desired outcome. The individual’s ability to work as a team, giving and taking knowledge is required for the expansion of his knowledge. This can be identified to a great extent using the personality tests which can reveal the strengths and weaknesses of the individual behaviour.

The candidates who get through these are then interviewed to have a face-to-face analysis of the individual. The technical and personal skills are further scrutinised during interviews. Many companies go for telephonic interview or video conferencing as it is cost effective and convenient for the parties involved. The telephonic interview is generally popular with the lower and middle levels of the management, while the video conferencing is generally resorted to the higher hierarchy. After the various stages of interview, the candidate who gets recruited will have to undergo training to adapt to the environment easily.

But in many instances the companies recruit the technical people with an eye on the future and not for meeting the immediate needs. This may turn out to be expensive to the company in the long run. Similarly forcing the technical experts to concentrate on the managerial aspects later on might fail to generate the desired results. With a huge demand springing up for the tech people and the intense competition from all over the world, identifying and recruiting a candidate who has a great potential is very vital for the survival of the concern.

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