For those that are hiring managers there is a book I would most definately recommend you read. It’s a book called Hiring Geeks That Fit by Johanna Rothman.
We’re not doing too bad at all at recruiting (we are recruiting again by the way!) but there are always lessons to be learned and advice to be sought out.
Johanna’s book is a great read packed full of useful insights, experience and nuggets of gold that may just change the way you recruit. It’s great to read a book that is pragmatic about recruitment and open to the scary reality that hiring geeks that fit can be challenging and demanding and may require managers to step outside of their comfort zone.
It’s a book designed for those that want the right candidate, not just the best candidate they can find within 30 miles of the office.
It’s also full of practical advice like how to make an offer that will be tempting, about how to be sure you are “right on the money” at offer stage and how to make a great first day impression. I liked the chapters about sourcing and seeking out candidates.
I imagine it’s not comfortable reading for those who expect generic adverts to attract top talent or for a consultant to do all of the work for them, but that’s why the book is so good. Johanna spends a nice amount of time talking about personal networks, and of course, social networks as a way to recruit. I’ve had major success from both personal and social networks so can testify to how powerful they are becoming.
“One thing you cannot do is avoid Twitter. Not if you want the best technical candidates. Not if you want people who use social media. But you can keep your Twitter use to 15 minutes a day while you are sourcing candidates. That, you can do.”
Most tasks that are worth doing involve an investment of time. This is a theme I believe runs throughout the whole book. Johanna makes it clear that the process is time consuming, but it’s an investment. To get good candidates takes a great deal of time and effort.
“You don’t have to spend gobs of money to find great candidates, but if you don’t, you probably will need to spend time. Remember, potential candidates may not all look in one place to learn about the great job you have open, so you need to use a variety of sourcing techniques to reach them.”
Or you could just throw money at recruiting:
“If you have a substantial budget but not a lot of time, consider using a combination of the more costly sourcing techniques—such as print and media ads, external contingency recruiters, external retained-search recruiters, headhunters, and numerous nontraditional approaches—along with the time-intensive techniques.”
It’s a really balanced book to read. I took loads from the book and would definitely recommend it to anyone recruiting.
In fact, it’s a good book for those seeking a new position also – it certainly gives insights in to how managers may be recruiting.
The templates included in the book are very useful indeed, especially for refining your requirements further and understanding the value your company could offer a candidate.
It’s an easy book to read also with clear language and stories of key points as way of example.
During our recruiting I am digging in to the book and putting in to practice many of the ideas. Good book indeed.