Struggling to Find the Right IT Talent? Seeking Fresh Recruitment Ideas for Mid-Level Companies

Recruitment strategy has been a significant issue for me as an HR Manager in an IT Company. I have tried all the basic strategies (Employee Referral, Newspaper Ad, Online Vacancies, Social Media) for attracting candidates, yet the right candidates are not in my account. We are a mid-level company and have to invest very wisely. I would be pleased if anyone could share with me what I can proceed further for having the right people (recruitment ideas).

Looking forward to a response.

Regards,
Divya

Hi Gunjan, Yes, I am using local job portals, but only freshers are in the pipeline. The ratio of experienced candidates is really very low.

Thanks for the response,
Divya

Any specific reason(s) why consultants/agencies haven't been used? Usually, for middle/senior-level positions and for smaller numbers, this works out better, especially when it involves some sort of 'selling the company' (for whatever reason(s)).

Regards,
TS

In Nepal, there are no facilities provided by Consultant Agencies. Despite this, I am utilizing the best online portal in Kathmandu. Experienced candidates feel insecure about leaving their current companies, and there is a lack of relevant candidates in the market. I am considering starting a PR campaign, but I do not have enough knowledge about the IT industry.

How to Begin Branding in the IT Industry

This is a question I am pondering. Could you please suggest something?

Regards,
Divya

It seems you are facing two problems: one, finding good candidates, and second, once the offer is made, they decline to join. Usually, with such mid-sized companies, even when you find good candidates, companies try to hire them for minimal compensation (of course, budget plays a huge role). This really has nothing to do with the city, state, or country you work in. The selection criteria are equivalent to any large corporate, such as a written test, technical round, HR round, and then the final meeting with the Director or CEO. I suggest you also review the selection criteria at the level you are hiring. Even if you had consultants/agencies there, hiring through them will never fit into your budget.

TS has already made a point for the second problem. Branding makes a whole lot of difference. And so, to add, also consider the internal policies, infrastructure, growth prospects, product of the company, turnover, etc. If you happen to work on the second problem, you would easily be able to solve the first too.

Map your requirements with your competitors and try to connect with people through social networking sites. Talk about your opportunities to them. This approach will lead to a higher hit ratio, and you will attract the right candidates.

Regards,
Satheesh.S

Hi Divya, you can get candidates from Monster/Naukri portal, and you can post as many ads as you can on famous free sites like OLX, Indeed, etc. These sites are actually very helpful. You can also get candidates from job fairs. Ask your existing employees to refer candidates as well. I hope this helps! Please let me know if you have any questions.

Thank you!

Branding Strategies for Recruitment

You can do the following things for branding:

• Using social media like Facebook or LinkedIn to showcase what's happening inside your company, portraying the cool and competitive culture you have.

• Develop a mentorship program by pairing individuals with 6 months to 1-year experience with existing experienced candidates.

• Provide every employee with stationery items such as pens, keychains, and notebooks with the company logo. You can also offer branded coffee mugs (these items don't cost much when purchased in bulk).

• Utilize creative signage and wayfinding boards outside your premises to increase visibility and awareness among passersby. Ensure that the signboards are unique, engaging, and not mundane.

• Maintain a database of less experienced candidates who previously applied but were rejected due to lack of experience. They may still be interested in working for your company after gaining more experience. Offer constructive feedback to rejected candidates and encourage them to reapply after six months, emphasizing skill enhancement.

There are many more strategies that can be implemented, but starting with these can be beneficial.

Regards,
Sachin Gupta