RSI LONDON Group | Russian Specialist Recruitment Consultancy
For a small company, IT recruiting can be carried out with the help of external specialists and this can be actually more profitable than having your own recruiter in the company. Having your own HR manager sometimes may not solve the problem of hiring either as you need expertise in IT recruitment, and actually it could increase the workload so much that one won’t be able to handle daily responsibilities.
Let’s say you start a new project and you must find a few new developers in a short period of time. Developers are one of the most difficult positions in the market to place: against the background of a shortage of qualified Tech & IT personnel, the demand for them is growing every day. It is super rare when a well qualified and experienced software developer is looking for a job. Most of the time they work on different projects and don’t even look through advertisements on job boards, or being headhunted. Therefore, the employer faces a very challenging situation, the goal is not just to find the right candidate, but also to interest them with a competitive offer and fascinating project.
Some pros of external recruiters:
– External recruiters already have a large database of candidates, they know who is looking for a new project right now and who can be perfectly fit for your position. They can advise you on a candidate with already good references who have worked on similar tasks. This greatly speeds up the research of the right candidate.
– They know all the variety of recruiting channels such as tech forums, Telegram, chats, and successfully use them. By the way, do you know that often tech guys don’t like phone calls and prefer texting when communicating with a recruiter?
– There is no need to pay for advertisements for job boards or buy access to databases, as it is a recruiter’s job to advertise and find the right candidate for you.
Some of the companies try to hire developers using their own resources. Sometimes they succeed, sometimes not. The main question that companies should ask themselves is if they are willing to pay the price with time and money in case of failure.
So why are external recruiters more cost-effective? Let’s make some calculations. Time is money, count the salary per hour of the employee who is going to make a research of the candidates and count for the hours of work: advertisement, sourcing, analysis of applications for the vacancy, interviews. Then you add the cost of the job advertisement and use of databases. Additionally, add the risk of hiring a wrong candidate – bugs in codes, lack of communication and clarity, replacement of the new hire, training, and onboarding time. And of course, the money that you lose when the position is open and not bringing you to result and profit for the company.
So, you have to decide for yourself, which way works better for you. Nowadays in the Tech field, the developers dictate the rules of the game. There is a competition of job offers, not between candidates. If you are searching for a software developer, try different ways of achieving it, ask assistance from professionals in the field. And remember, the winner is the one who always tries new ways, instead of using the same one!
Email ae@redsquareinternational.co.uk to receive our checklist on how to hire a software developer with more practical tips or if you require further assistance with the search.
Anna Erfurt, Tech Recruiter at RSI London
People change jobs typically about ten times in a lifetime. There are multiple psychological, economic, external or family-related reasons for that. For the businesses, retention of employees is an important factor for the success. In order to extend the length of employment we need to understand the motivations that drive people to move on and look for a new job.
Another area of interest – is to explore whether at the stage of hiring new members you make the right decisions. And those are only can be evaluated if the job analysis has been done properly in order to define the person specification, requirements, responsibilities and form the job description that will truly represent the role. If you need help with recruitment, contact us. However, in this article we will look at the reasons why people change jobs and how to approach it if you are the manager.
So, why do people move on?
1. At a certain point in a job, an individual may start feeling that the values and culture of the organisation is not necessarily suitable anymore. It does not match with who they are. It links to an individual’s perception of career as well – whether a job is just a way to earn money, or it’s expected to be an extension of personality and life.
How to approach: it’s important to help an individual to express their concerns. Help to identify their main values together and help them see where in organisation they can do something that makes sense to them. Something that does not compromise on the main role. It can be a charitable event they could help to organise around Christmas time, for instance.
Tools: values cards and coaching.
2. After some time in the role, people experience that they have outgrown this job and thrive for more challenge. At the core of this reason – motivation to master the skills and see the improvement.
How to approach: and again, through open and transparent conversation explore the concerns. As a manager allow the employee to speak up. If that’s the case, think about the opportunities within the current organisation where the skills and knowledge of the employee can be applicable. Remember, that the level of the project should be a bit above the current project that the person is involved in at the moment. Also, talk about what the employee has learnt throughout current employment – what he/she gained in terms of new skills, experience, knowledge and competencies.
Another useful approach is to help to identify the blank areas, developmental areas where the employee what to extend the expertise towards. 360 degrees feedback tool can be appropriate to use. From that stage, help them to create a professional development plan and match it with available opportunities within the company.
Tools: coaching and 360 degrees feedback, PDP.
3. Stress-related health issues may be another reason for an employee to consider leaving the organisation. A huge number of corporate workers experience symptoms of burnout after prolonged exposure to stress and take sick leave when feel overwhelmed and exhausted. Some support from the organisation may be required.
How to approach: firstly, identify the issue is happening. These questions might help:
How is your team doing?
What’s going on in the lives of the team members? Any other factors outside of the office influence their well-being?
Any lateness, lack of concentration, overreaction, anxiety or any sort of difference in behaviour?
Notice it and talk to a person. Secondly, offer your help that is within your capacity – an extra day of leave, flexible working, consultation with an organisational psychologist and so on. Allow the employee that goes through tough time to understand that expectations are temporarily lower and you are there to support. Make sure to follow up and check on them.
Tool: The General Health Questionnaire (GHQ) to identify the well-being level of employees in the organisation.
We covered today only three factors that may influence an employee’s decision to leave the job and gave you some ideas how you may approach it and make them stay.
We hope you have found this article helpful and we wish you all the best in keeping your team thriving. However, if there is a need to hire someone new, write us to admin@redsquareinternational.co.uk and we will be happy to assist.
Written for the Red Square Int. by in-house Organisational Psychologist Svetlana Elfimova
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