Employers May Want to Revisit and Realign Their Recruiting of Technical Talent
When employers have a recruiting need, there does not seem to be a shortage of people who submit their resumes/applications for consideration. And although a high number of responses may be encouraging at first, in a large number of cases it soon becomes clear that many of the applicants are not sufficiently qualified for the position.
At a base level, it is hard to blame those applicants for trying, whether they truly believe that they are viable candidates for those jobs or are the types who indiscriminately apply to postings in the hopes of bettering their lot in life. Whatever the motivation, the sheer volume of respondents can present a challenge to employers in terms of separating the wheat from the chaff, in a manner of speaking; this can be a time-consuming process in and of itself, in turn effectively slowing the recruiting process to a crawl.
It is no secret that companies want to recruit and hire the best talent available. This is true in the vast majority of cases, but it also means that the competition to acquire this talent can be intense; and one of the most fiercely contested areas is the recruiting of technical talent within such industries as:
- Aerospace
- Electronics
- Engineering
- Supply Chain
- Skilled Trades
- Manufacturing
Due to the competitiveness within these areas in looking for both new and veteran staff, employers with a recruiting need for technical talent simply cannot afford to be slowed by ineffective processes that can lead to top candidates landing with other companies; in turn, this means that employers may need to revisit how and where they recruit for their open positions.
To that end, the job placement specialists at Winters Technical Staffing, one of Toronto’s leading recruiting companies for more than 40 years, present the following suggestions to help employers who want to revisit and realign their recruiting of top technical talent:
- Organize networking events
- Partner with various universities
- Attend and speak at conferences
- Institute a referral bonus program
- Look outside of traditional talent pools
- Scan social media sites such as LinkedIn
- Establish/implement a social media strategy
- Encourage staff involvement in community events
- Look for specific accomplishments, not years of service
- Emphasize corporate culture more than salary and benefits
All of the above suggestions can easily be integrated by the corporate communications department and/or the human resources team; they merely require a more open-minded mentality and the dedication of additional time over and above the customary practice of online job postings.
An Extensive Pool of Candidates to Fulfill Recruiting Needs for Technical Talent
Along with implementing some/all of the above recommendations at an internal level for their recruiting of top technical talent, an employer may want to consider the advantages of working with the job placement specialists/professional recruiters at Winters Technical Staffing.
For the past 40 years, Winters Technical Staffing has been recognized as a leader among job placement agencies in the recruiting of technical talent for companies in Toronto and Southern Ontario. The consultants at Winters Technical Staffing maintain extensive lists of potential candidates, both entry-level and experienced, for a varied range of technical specialties in order to help satisfy the particular talent needs of their clients.
To learn more about the staffing solutions provided by the job placement professionals from Winters Technical Staffing.
Contact Winters Today
For expert advice and support in the recruiting of technical talent for your organization, call the job placement specialists at Winters Technical Staffing today at 416-495-7422 or contact us to request a no-obligation consultation with a member of our staff.
