In recent times, every industry has had its share of the adverse effects of the pandemic. However, getting used to working and putting things in place despite the pandemic is what everyone is looking forward to doing because we must all get past this and learn to thrive even in the midst of it.
Despite the recent changes and hiccups in the recruitment exercises for top engineers due to the pandemic, it is still very possible to build a formidable team of engineers.
So, you might ask- how do we effectively assess the right person for the job?
There are three beautiful tips you could run with to get you the perfect fit for the job.
- Employ the use of unconventional media channels;
Although, it is widespread knowledge that personal interaction with a recruit is critical to getting the best fit for the job. However, the transition to the digital world has revealed many other ways to get raw engineering talents. Avenues such as seeking referrals from your network and searching for talents through various digital recruitment channels would avail you the opportunity to get more than enough potentials suited for the job. Upon finding the recruit who fits your job description perfectly, you could drop a message showing your intentions and asking for a response regarding their show of interest.
- Build, nurture trust and be very engaging
Once you’ve found and gotten a positive response from the candidate you deem perfect enough for you, begin to build their trust by engaging them more via the pre-onboarding process. It is easier for a candidate to feel safe in a work environment they have been slightly exposed to before their actual resumption. Such candidates get to transition easily into the new working environment and give their best.
The onboarding process could pose a problem for any candidate; however, specific measures such as those listed below would do the magic;
– adequately documented work guides with daily expectations which you continue to evaluate to ensure that it matches with the company’s aims and the skillset of the employee,
– pairing up engineers who have vast experiences with new employees to foster a mentorship relationship,
-hosting highly interactive weekly calls and meetings for the team to ensure that everyone is on track and in tune with the set goals,
– showing empathy by every means possible to struggling employees who are just trying to adjust appropriately to the system.
- Be on the lookout for passion.
Passion is an intense drive that an employer should constantly be on the lookout for, and this is because it might not always be possible to assess the talents of a candidate online thoroughly. So, while considering talent, be on the lookout for what technology gives the engineer an intense drive to work. This is because it has been proven that employees do better at the work they are passionate about. The ideal thing should be to employ a candidate whose passion fits perfectly with the technology you intend to build. Engage them with questions such as how they found their ways into the engineering sphere, what has kept them so far, their approach to work, and how they deal with opportunities and even challenges. The bottom line is that even if you do not find a candidate who is passionate about the technology you desire to build, find one with the right amount of energy and drive; they uphold your company and make it thrive.
