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Recruitment of specialized technical profiles in a specific sector can be a real challenge for HR! The competent candidates are not legion and are therefore difficult to find. Indeed, many profiles are currently "penuric", i.e. rare. In addition to having to deal with this shortage of profiles, you also have to face competition. Hard mission! So, how can we find technical profiles more easily?
Display a positive corporate culture
To attract and recruit the best technical profiles, valuing your corporate culture is essential. This begins with the integration of current employees into the process. How? By sharing the company's values and identity with them, they will then be able to pass them on and share them with others. 🗣️
When your employees share your values on different communication media, this will make it possible to "flatter" the qualified candidates. By showing the way your company works, by talking about your commitments and codes, you make it more attractive to people who share views similar to yours. 👌
🎯 Your goal will be to be a skilled talent magnet that will easily adapt to your working methods. When the candidate shares the same values as your company, they can easily integrate.
To share key elements of your corporate culture, share posts on your social networks, send newsletters, write block articles, set up advertising campaigns, etc. The content will talk about your social, managerial, environmental and societal actions.
Effective sourcing to find the best technical profiles.
To find the right technical profiles, you need to be methodical and attentive. Even if perfect candidates are rather rare, don't rush to select the first profile you find. Take time for a real analysis. However, in order to be more effective, it is better to be strategic from the beginning of your research.
LinkedIn is the platform of choice to recruit technical profiles 🤓 . It allows you to manage your reputation as an employer. You can publish your job offers, review relevant profiles and get in touch with potential candidates, especially those who are passive. (You have every chance on your side, eh.)
Tip to find niches with technical profiles: attack the groups where they meet. In fact, the technical profiles are joined at the group level. In your turn, join these groups so you can easily target the best profiles. Also, do not ignore the various channels of communication in order to reach the most potential candidates. 👨💼
A neat employer brand, the assurance to stand out from the competition.
Do you encounter difficulties in finding the ideal candidates that meet the technical profile you propose? Why don't you draw them to you? Like inbound marketing, in recruitment, you can also deploy a strategy to seduce candidates : to treat your employer mark. Like a magnet that attracts metal, a well-designed employer brand that just sounds attracts the best profiles. 🧲
The recruitment 3.0 the companies to stand out and entice potential candidates. It is up to companies to come and convince them, not the other way around. To do so, it is necessary to put in place the necessary action plans and to put forward the best arguments to seduce the best candidates. For this, do not hesitate to propose pay thresholds that are advantageous 💰 , a soothing working environment, a beautiful #QVT (Quality of Life in Business), etc. Your company must distinguish itself and attract the attention of the candidates.
Say goodbye to geographical barriers.
To recruit the best technical profiles, do not limit yourself to local profiles. What if the perfect candidate, the one who will really bring added value to your business, was at the other end of the world? 🗺️
Thanks to modern technology, remote work is increasingly common. That's why it's important to explore all possible leads, even beyond your region. However, such an approach requires rigorous selection of candidates. 🔎 and the right equipment for remote work. Also make sure that assigned tasks can be performed remotely.
A well-structured interview to better select the right profile
Once the strategy has been chosen, interviews are held to determine the successful candidates. The candidate is usually asked to trace his/her path, to talk about his/her successes, qualities and shortcomings. The classic information what. 🙃 However, this does not end there and other questions can be asked.
The candidate often knows in advance what questions you are going to ask and can therefore prepare his answers. In order to determine precisely the candidate's skills, a questionnaire that calls for authenticity and spontaneity must therefore be used. This will allow you to draw from the lot the right profile, the one that will be able to carry out the tasks properly within your team.