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No
matter which study you read, projections call for technology jobs to explode in the next
decade. That prediction is bad news for corporate human resource (HR) types who are
already engaging in bidding wars for good technology skills. In fact, many HR
departments are becoming buyers of technology skills rather than recruiters. Since there
just is not enough talent to go around, companies are lowering standards, raising pay and
resorting to gimmicks to entice even marginally skilled high-tech employees to their
firms.
However, if technical expertise is the lifeblood of your organization, your
organization depends on quality people. One of the technology industry’s top
recruiters, Kathy Van Zant, offers some advice on evening the odds in the great technology
talent race.
Step one is to change tactics," says Van Zant, President and CEO, The Van Zant
Resource Group, located in Atlanta, Ga. Do not focus solely on job seekers, because the
talent you need probably is not seeking a job. That means you must mine for the people you
want."
According to Van Zant, mining for talent involves more than just working the phones
like the typical recruiter. In many ways, the technology world has created its own
subculture," she said. "You have to burrow into that culture and go to where the
real talent lives."
During
the industrial revolution, recruiters occasionally hung out around the
hiring halls. In the technology revolution, chat rooms offer a similar
environment. But do not wander in until you have learned the language and
nuances of their culture," Van Zant warns. They will quickly size you
up as an outsider and you will get the electronic version of the old heave
ho.’"
Step two is to reevaluate your salary and benefit structure. Some companies, so
desperate for talent, ignore their lawyers’ and accountants’ advice and make
unwise equity and stock option offers. As a result, even rank-and-file technology
personnel now expect equity packages.
A smarter move may be creating a performance bonus system. Performance bonuses
compensate people for delivering results without diluting equity," Van Zant said. In
a market where job-hopping is rampant, performance bonuses often make more sense for both
the employer and the employee. It also helps ensure that the employee stays around at
least until the job is done."
Step three is either to invest the time necessary to mine for talent or find someone
who can. Again, if you want to find the right skills in a scarce market, you must devote
the time needed," Van Zant said.
If you bring in outside help, rely on a technology recruiting or staffing specialist.
"Your typical recruiting firm will rely on the traditional methods, and that simply
is not enough in today’s environment," Van Zant said.
So, when looking for a technology recruiter, investigate them thoroughly and pepper
them with questions about their track record. How much experience do you have filling
technology positions? What technology firms have you worked for in the past? How will you
develop your personnel profile? How many qualified candidates will you produce per month?
How many of your candidates were hired? Will you guarantee your results? Will you keep
searching until the right individuals are identified? How often will I hear from you?
When companies fail to attract the right technology talent, they typically either use
the wrong recruitment methods or select the wrong recruitment partners," Van Zant
said.
In an era when most companies need even more technology help, either mistake could be
fatal over the long-term.
The Van Zant Resource Group is a management consulting company specializing in
candidate sourcing, contract staffing and recruiting solutions. Serving clients
nationwide, VRG’s industry focus includes information technology, software services,
cable television, telecommunications and related industries. VRG is expert at mining
specialty skill sets for multiple openings and meeting the demand for continuous candidate
pool requirements.
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