Blog series, part 2: Recruitment
In the previous article, we discussed how your company can improve attracting skilled IT developers and provided valuable tips and advice on how your organization can enhance in this area. The next step is to delve into the recruitment process itself, and that's what we're going to talk more about in this article.
Captivating job advertisements
One challenge that many companies face is creating attractive job advertisements that appeal to talented developers. The reasons for this can vary, but often it's because the ads become very factual and informative, thus becoming dull. One way to spice up job ads a bit is to start with something eye-catching or at least thought-provoking that captures the attention of potential candidates.
A few examples of more provocative, attention-grabbing openings if you're seeking a Java developer could be:
- Are you a true Java ninja? Do you dare to come to us and solve our technical challenges? Do you have what it takes?
- Are you one of Sweden's best Java developers and tired of your mundane development projects? We invite you to a world where nothing is predictable!
- Are you one of Sweden's best Java developers and tired of your mundane development projects? We invite you to a world where nothing is predictable!
- Warning!!! This ad is only interesting for Java developers who have the courage to challenge the impossible! Stop reading now if it doesn't appeal to you!
It's also important to convey an enticing and positive image of your company and why it's interesting to work with you. What do you offer that sets you apart from your competitors in the industry? Why should a Java ninja come to you? Describe the company culture and the specific role that needs to be filled.
Then, think about getting the ad on as many attractive platforms as possible. It might not be enough to just post it on the Public Employment Service (Arbetsförmedlingen) and similar job posting sites. Do some research and find out which job portals and recruitment websites are currently popular, and outline a concrete plan on how to proceed to increase your chances of success. If you also complement this effort by sending the ad to several recruitment agencies and headhunting firms, you'll further expand your chances.
Tips from employees
Try to engage your employees and utilize their networks to connect with new talents. Reward employees who provide successful referrals with various types of compensations such as bonuses and similar rewards. There are several advantages to internal referrals, including:
- It's easier to find qualified candidates because employees are more likely to recommend people they genuinely believe in and know. They already have a fairly good understanding of the person they're referring and how they may fit into the company culture and role.
- The recruitment process becomes faster, partly because they've likely already spoken to and briefed the person. Additionally, you'll avoid the lengthy process of meeting unknown individuals about whom you have no information. This way, you might not need to go through all the steps in your recruitment process or at least not as thoroughly.
- Greater potential to improve team spirit and achieve a better match with the company culture and work environment since the employee has already conveyed the company's values and core processes.
When it comes to rewarding employees who come up with successful referrals, this can be managed in various ways. You can have a fixed financial bonus that's paid out if certain criteria are met. For example, that the person you hire should stay for at least three months. Compensation doesn't necessarily have to be in the form of a pure financial bonus; it can also consist of gift cards, days off, or other types of rewards. How about a weekend trip to a major city in Europe for the employee and a person of their choice?
Many of your employees likely have contacts within their respective alumni networks. They might have studied at KTH, SU, Chalmers, or similar schools and have good ideas about the people they've met during their studies and who might be interesting to contact.
Social media
Don't underestimate the importance of being visible on social media. The three main platforms worth investing extra time and resources in are LinkedIn, Facebook, and X (formerly Twitter). There are many other platforms too, so keep an eye on these to see which are the most used and popular. Also, use your company's website to create dynamic content like blogs, technical articles, video lectures, e-books, and more. Encourage all employees to create engaging content and generate dynamism and action on the website.
LinkedIn offers a service called Talent Solutions where you can find numerous potential candidates who aren't openly looking for work. Many of these are challenging to recruit, but even if you might have to contact 20-30 potential candidates to find a gem, it could be worth it.
Exhibitions, competitions, and events
Invest in being active in various exhibitions and similar events. Perhaps you have skilled employees who are passionate about discussing different techniques or areas and who would be willing to hold workshops or lectures at various events? Try to gauge the interest among your staff and reward those who participate. The same goes for talent competitions and hackathons. Arrange mini-events focused on a specific technology, like storage solutions, Java API solutions, encryption algorithms, proxy solutions, or any other area where you have deep technical expertise. Then invite both internal and external stakeholders and turn it into a small happening. Why not invite external vendors who can talk about their solutions in the area and maybe also sponsor parts of the event?
By combining these different methods, you can increase your chances of attracting the best IT talents to your company. Be prepared to clearly showcase what your company has to offer and how it differs from other employers to attract the most sought-after IT talents. In the next article, we plan to discuss how to best take care of new hires so they get a good first impression and a smooth introduction.
