There is a delicate balance between building a recruiting process that weeds out candidates – and creating one that is too hard and/or too long to allow candidates to make it through the process.
Coupled with the fact that many of us are in a niche business and the skills that we need are hard to find and not readily available, striking this balance is certainly not easy.
We strive to hire candidates that are multi-dimensional. To us, this means technical competent while also possessing strong written and verbal communication skills. The software development life-cycle is dynamic, challenging and diverse. It’s important that we initially test for and when hired further develop these skills in our employees.
Training is not a one time event. Despite the fact that our industry is known for higher than average turnover, we believe in on-going training. We believe that education – and knowledge is the key differentiator. Industry accreditation and certifications are aligned with our training programs – all of which help to cultivate an employees’ sense of “family” and belonging.
Communication is a key. Employees want to know where they stand, what’s next for them and the company, where is the company going to focus its energies in the next quarter, etc. We are now meeting individually with each employee on a more frequent basis to ask for their feedback, let them know where they stand relative to plan, etc.
If you really believe that your employees are your key company differentiator, then talent management should be a top priority in your company.