Trends from my last 10 months in Talent Acquisition
- Talent - It is still mostly about salary for upcoming developers/designers/marketers. More often than not, candidates with less than 5 years' experience are focused almost entirely on the prospective salary from the outset - there is nothing wrong with this, but, boy, is it a breath of fresh air when a candidate replies to a cold email inquiring about information other than the package. I see this a lot more with experienced candidates - they seem to be more interested in the company, culture and opportunity rather than the final figure on the paycheck. Again, there's nothing wrong with wanting to know a salary range - this is info you need to know - but I have learned that a super working environment and level of autonomy and ownership is much more important to me - I must be getting older (wiser).
- In-house recruitment vs agency. An in-house recruitment team is critical for scale/growth. To hire 200 skilled employees via agency will cost 100’s of thousands of Euro, if not more. People make the argument for an RPO but I don't agree with that model and say invest in a multi-talented, on-site People Operations team - fill that team with people like Gavin O'Brien, Anna Murphy and Orla Tumelty. I'm not biased, I swear!
- Flexibility - I simply cannot get my head around a company who require people on-site 9am - 5.30pm full-time, with no room for remote or flexible working hours. There are some exceptions, of course, but I have spoken to several hundred people in the last 10 months, especially here in Ireland, with little or no choice on their working hours or location. Give the people what they want!
- Everybody loves free food and office parties - Check out our Halloween party - NSFW - there will be a gimp mask - I wonder who that is Teamwork.com ???
- I still maintain that psychology and timing are two of the more important factors when it comes to spamming candidates - sorry, I mean sourcing - did I say spamming? :) Johnny Campbell once told me to reach out to candidates on Monday morning and do my Business Development on Thursday/Friday afternoons - thankfully BD (*shudder*) is no longer part of my role but the advice still rings true. Candidates are more likely to respond to an email on a wet Monday morning than a sunny Friday evening - who wants spam on a Friday! Here is some advice from Recruiting Social. I would add, send engaging content - video is a great way to get people hooked - it's authentic and fun.
- Speaking of authentic content - check out this app developed by Teamwork.com - https://escapetocork.ie/teamwork.html This is invaluable for engaging with Talent.
- It is possible to avoid the gym (even with my free gym membership from Teamwork.com and even when you are 20 feet from said gym) for 10 months - you just need to be committed.
- Finally, I can't write an article without plugging our open roles - Teamwork.com are hiring in almost every department - check out the positions here - https://careers.teamwork.com/
- Too much of this sounded far too familiar ?? ...
Software Developer 3 at Teamwork.com
6 年Great article, from speaking with many of my classmates about jobs, salary was one of the biggest focus' most had when talking about various positions and companies but I totally agree that 1 and 3 that you outlined above benefit you far more in the long term and it should be something mentioned a heck of a lot more. Point 7 on the gym hit home for me too and gave me a right chuckle, I managed to avoid the gym in my last job for the first 4 years I worked there even when it was in the same building, convenience doesn't always help the motivation but best of luck making your way there at some stage.
Operations & Programs Manager at Activision Blizzard King (a Microsoft Company)
6 年Great article TJ!
Cloud Intelligence @ AWS | #cloud | #competitiveintelligence |#generativeaibuff #connectorofdots | #processmanagement | #projectmanagement | #contentstrategy #allthoughtsaremyown
6 年As a "more experienced" candidate , I completely agree with point 1) . Ownership, freedom of initiative, autonomy and macro-management (based on a trust relationship) vs micro, are far more important than the salary.
Product Marketing Leader at HubSpot
6 年Great article TJ :)
CEO at Ctrl.io | Helping founders do pipeline reviews like an expert
6 年Love point 7 :-)