Tech Recruitment and the challenges faced for the non-sexy company

In Thailand there is a plethora of established tech companies that candidates naturally gravitate towards. They have a glossy image, their website is advanced, they have a cool office and the list goes on. 

What happens if you are not that type of company? You are a startup, fresh to Thailand, or you are from a non-tech industry such as Automation or FMCG?

The answer is quite simple, you must protect your brand whilst taking care to hire the right talent (not necessarily the best) for the organisation.

I have lost count of the amount of companies I have spoken to who cannot attract the level of candidate they need, or at the final hurdle the candidate decides not to join. Confusion reigns, frustration builds and often it is the recruiter who bares the blame. 

The reality is the recruiter that the client decided to work with, is merely a pawn in a game of chess. The recruiter is often without powerless and power in this context comes in the form of knowledge. 

Clients must take the time to get the hiring manager involved. HR or Talent Acquisition must understand the needs of the hiring manager and accurately be able to discuss in detail these aspects with the recruiting partner. 

There should be a full job description and the benefits profile should be clearly defined to the recruiter. The recruiter should be briefed, not only on company information, size, career path, business challenges but also on the story of the company. I cannot emphasize how important the story is!!

With so much choice in the market the devil is in the details. If a candidate feels that the opportunity is special, with a forward thinking company, then they are much more likely to wish to move forward in the hiring process. 

There are not enough talented IT candidates in the market to satisfy the demand. If a client treats the recruiter as a partner, and is open to consultation, the results are likely to be much more positive. 

For companies who aren’t established, and who use the services of multiple recruitment companies for one position at the same time, there is a strong chance that:

1. You are harming your company image
2. The best recruiters are not working with you
3. The recruiter won’t understand the role and will generally cv match
4. The amount of time taken to screen will be minimal
5. You will not get access to the best candidates as they will be prioritized for a client who is working in partnership.

The problems do not end there. The client must understand the importance of managing a timeline. Often clients take it for granted that once they receive a candidate resume then the candidate is fully invested in the opportunity. The reality again, is often far different. Some candidates browse, some are testing the market to see what salary they can get, and others are unsure if they want to move in the first place. 

If you tell the recruiter that you wish to interview candidates on a specific day then please stick to this. If you are unable to interview due to other business needs, give the recruiter plenty of notice. If you manage the candidate well it is more likely they will join you. If you don’t you only increase their doubts and the chances of hiring failure. 

Finally, clients should work with the recruiter on the package, there needs to be a level of consultation before the final offer is made and this needs to be handled sensitively. One false move, one word spoken and taken out of context, and the deal fails. The resignation should also be handled very sensitively. Ensuring a candidate will not accept a counter offer, and will sign the employment contract with confidence, is a must. 

This all sounds like common sense, and to be honest it is, but as a recruiter I understand that people are busy, have multiple tasks to complete and often do not have the pain points of the hiring manager. A good recruitment partner is a key asset and one that, in the long term, ultimately will save your company money.

Should you or your organisation have hiring needs I would be happy to provide advice and I can be reached at [email protected] or through a private Linkedin message.