From time to time I am asked to do one of the Talent Sourcing modules for InnoCamp.
Instead of a presentation, I tell three stories, or rather two of them, but as many as three conclusions can be drawn.
They all go back to that distant time when I had to look for and hire programmers on my own. It all happened in an overheated market, of course.
Hire # 1.
The task was not trivial. The candidate is a seemingly normal database programmer, but according to the customer's requirements, he had to know some very rare technology. The technology even had a hard time googling. Having shown miracles of resourcefulness, in a couple of weeks I managed to find about five specialists in the market with the right profile. Don't be confused by the word “about” - two of them had the required technology on their resume by pure chance, one was from another city and preferred to become a freelance artist, another did not know English. In total, we have one candidate in the remainder.
The next day, my only candidate - a pretty girl who perfectly meets all (!) Requirements - sent her polite refusal. She liked where she worked, alas.
After a couple of weeks and a string of disappointments, I stumbled upon her perfect profile again. With thoughts “It wasn't, but what am I missing?”, I decided to write to her again and asked if the situation had changed in a couple of weeks.
It turned out that it hadn't changed. Her current company is stable and excellent in all respects, and the project is long-term and promising.
Then I did something that I would never have done. But then I had no choice. In the end, she didn't block me. So there is a chance. And a whole chance is enough. I wrote to her for the third time. Something like: “Ira, you will forgive me for my persistence, but my very exhausting searches constantly lead to you. Perhaps this is fate. You are the only and ideal candidate for this position. And if there is even the slightest chance that we can interest you - just tell me, and I will do my best. ”
I proceeded from the fact that if they made me a marriage proposal, then I would not resist.
So she could not resist. We met with her. And then everything went like a fairy tale - an interview, meeting a client, an offer ... and many happy years in the company.
Conclusion number 1.
Do not be afraid that you have few candidates, look for the one that is right for you. And when you find it, don't miss it because of your false fears. Convince him that he is the one. Trust me, nobody wants to be your random “one of”.
Hire # 2.
Advanced Team Lead required. This time it's urgent, very urgent. New client, critical project - if we do not close the vacancy, then we risk losing an important deal. Added to this was the stress of heated salespeople and a nervous owner. And now, by the end of all the terms and the last chances, the pipeline has depleted to one candidate suitable in terms of technical characteristics and experience.
"He said he would think about it." - in a trembling voice, the project manager informed me of the status. And, hoping to pass the baton on to me, he added: “According to my feelings, he wants to be persuaded.”
After a 10-minute personal call to the candidate, I understand that things are bad - with such a level of uncertainty and arrogance, he will not receive an offer from me, even if he remains the last on the planet.
On Monday, under open fire from all messengers - well, what is there? did you contact what did he decide? - I was just finishing a call with a client, explaining why this person will not work with us. The client reacted calmly and thanked for the honesty and for not trying to rush anyone. We agreed to postpone the deadline by several weeks, and during this time we found a less experienced, but more motivated candidate, who still works there. Nobody has lost anything. On the contrary, the company gained much more - the foundation for a successful partnership - customer confidence.
Conclusion number 2.
In outsourcing, you often have to act under pressure from the client, the market, project managers, and the success of a recruiter is assessed by the number of closed vacancies. But remember, this strategy doesn't work. in the long run... And whatever the market, no critical situation should question your personal level of professionalism and force you to compromise on the personal and cultural qualities of the people you hire.
Conclusion number 3.
What conclusions do I draw from these situations? An overheated market, a lack of resources and a tense environment won't matter if you have the skill to insist when you need to and the ability to wait when you need to. Just make a decision reach the goal and at the right time, confirm your readiness, if necessary. Sometimes - with perseverance, sometimes - with patience, but always staying true to your strategy and inner convictions. And - lo and behold - one fine day the market will suddenly decrease its degree.
