How to recruit a favorite engineer?

How to recruit an Italian engineer? Welfare + Future

In the rapid development of the technology industry, the market demand for excellent engineers is becoming more and more vigorous, which also leads to the shortage of engineers. American technology blogger VentureBeat this week Megan Hopkins, a technology-industry recruiter, discusses how to recruit the right target in such a fierce talent war.

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Recently, everyone in my company, VigLink, made a birthday card for one of our engineers. It sounds like a standard office culture, but the engineer is not actually in the office. He's on the other side of the country and hasn't started working for us yet, and won't even start working for us for the next 2 months.

We are not crazy for birthdays, but crazy for good engineers.

Although many employers send out invitations at the end of the recruitment cycle, there is no guarantee that the technology industry will be recruited at all times. For this engineer, many other companies have also taken various approaches to contact him. I have been in touch with the engineer for two months and I am satisfied. I have studied a wide range of issues, including understanding local schools and helping his children attend school.

In recent years, the technology industry recruitment is becoming more and more ruthless. If you want to succeed, you need to know how to compete. I have worked in this line for more than 7 years. At VigLink, we built a world-class engineering team. Here are some things to keep in mind when recruiting all-star-level engineering talent:

1, if you want to sign a candidate, then remind him to focus on long-term career success

While the benefits of moving money look good, these benefits will not remain attractive for months to years. Therefore, recruiters should avoid short-term incentives, but focus on long-term development.

2. Do not assume that they will come to work for your company just because the candidate agrees

Until the candidate finally appears in your company and starts to work, nothing is certain. Even so, other companies and recruiters are likely to contact your candidate for information about their work in the new company. If they find a candidate who is dissatisfied, they will swoop in.

3. Make friends in the industry

There is an old saying that says, "be close to your friends and be close to your enemies." This sentence also applies to the technology industry recruitment. If competitors don't know you and think you are a hard-nosed threat, they will say bad things about you and your company. If you stay friendly, your competitors will be guilty of digging.

4. Pay attention to secrecy

Although you will want to talk about the candidates you are trying to recruit, be careful not to mention the names of the candidates to "friends" or intermediaries of other companies unless you have made a final decision. There is a strong demand for certain skills, and there is no way you can stop your competitors from robbing you of your favorite objects.

5, if you decide not to recruit a candidate, then recommend them to other start-up companies

This is often because candidates are not suitable for your company and do not mean they are not competitive elsewhere. Sharing candidates is a good way to get allies and build prestige in the industry.

6. Although I always advise you to compete fairly, you know that other people may use dirty tricks

Some recruiters, for example, "inadvertently" disclose that a candidate is considering his proposal, but that may not be the case. If this is done, the current employer of the candidate may be affected and the job of the candidate will be unstable.

In short, different recruiting situations will have different challenges. However, after successfully attracting good engineers to work, you will feel that everything is worthwhile.

This article compiles from VentureBeat