Ever hired a technical staff member that didn’t work out? In this three part article we part with valuable knowledge to assist you in making the right appointment – first time.
Setting out
- Hiring the right technical people requires that you do your homework by developing clear job descriptions and knowing what to look for when interviewing.When hiring technical staff, you may be tempted to focus only on technical know-how. Your interests will be best served by also looking for business acumen and communication skills.
- It is more important to employ a well-rounded person - with not just technical competencies, but good communication abilities, an understanding of the business and solid interpersonal skills. The prospect of locating and attracting these multi-faceted people may be overwhelming.
The first step in a well-planned search is to develop a clear job description that includes:
- a list of must-have certifications, qualifications or experience/competencies
- remuneration/salary package (including all benefits/bonuses/shift allowances, etc)
- the ideal candidate background and
- a clear list of what your expectations are.
Dealing with a Technical Recruiter
- The more information you give a recruiter, the better the applicant we can source on your behalf. Take some time to update the generic Job Specification prior to approaching an agency to recruit for you. Speak to the person you are replacing as they can help best with telling what they do. Remember to specify working hours, shifts and leave periods.
- Whist it is good to have a template for each position, be as specific as possible - not just with technical requirements, but also with soft skills such as the ability to communicate effectively or function well in a team. If they do not need to work with people e.g. co-workers or clients, specify it as many technical people are introverts. They don’t play nice with others, yet are brilliant with machinery.
- If their own tools, equipment or specific clothing are a requirement, please specify it in the job spec.
- In some high-tech positions turnover can be high because the company struggles to find the right skill-set. Please be clear on the specific skill-set required when writing out the job spec.
- Remember to specify if the position is for AA/EE candidates, or if it is open to all.
- If you have seen candidates for this vacancy, give us a list of their names, so we don’t waste our time interviewing the same people.
- Please tell us who they will be reporting to and who will be reporting to them.
Lastly, tell us about the company’s culture, the spoken languages, your likes and dislikes. Your discussions with us remain confidential.
In Part Two we will deal with CVs, interviewing and decision making.
About West Coast Personnel
Established in 1996, West Coast Personnel has become one of the Western Cape’s trusted names in the Recruitment Industry. We offer a quality value added service that helps taking the guess work out of employing staff.
We are recruitment specialists with the know-how and commitment to supply clients with the right staff.
West Coast Personnel is owner managed, with a hands-on personalized approach to ensure high service levels. Situated in Blaauwberg - Cape Town, West Coast Personnel offers staff to Cape Town, the West Coast and South Africa. We serve a wide client base from Small and Medium Enterprises to Corporate Businesses, ranging from service, manufacturing, telecoms, IT, production and trade, to name a few.
Author: Anthony Kettle
Anthony is a technical recruitment specialist with 10+ year’s recruitment experience. Contact me on anthony@wcp.co.za
