{"id":999881511,"date":"2016-01-12T19:59:00","date_gmt":"2016-01-12T19:59:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=673974520"},"modified":"2016-01-12T19:59:00","modified_gmt":"2016-01-12T19:59:00","slug":"with-hard-to-fill-jobs-think-unconventional","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/with-hard-to-fill-jobs-think-unconventional","title":{"rendered":"With Hard-to-Fill Jobs, Think Unconventional"},"content":{"rendered":"

Forget drawn-out hiring processes and waiting until the eleventh hour to negotiate salary with a prospective hire. If you\u2019re laboring over a slate of hard-to-fill tech jobs, it\u2019s time to break with tradition. If you\u2019re looking for a role model, consider Luan Lim. The VP of Talent for San Francisco-based AppDynamics has adopted a contrarian approach to recruiting. Over the past two years, that approach led to the hiring of more than 170 top-quality engineers in one of the country\u2019s toughest markets for finding available tech professionals. Lim not only commits to a hiring timeline during his initial phone conversation, but also hammers out a compensation package. \u201cWe prioritize our efforts toward hot candidates who are ready to change jobs and simply beat our competitors to the punch,\u201d he explained. \u201cOur goal is to go from submit to offer within two weeks.\u201d Although speed is important, it takes multiple strategies, launched in concert, to prevail in today\u2019s hypercompetitive talent market. Here\u2019s how innovative recruiters are breaking the rules to fill those difficult tech positions. <\/p>\n

Prioritize Hot Candidates<\/h3>\n

How do you know if a sought-after tech pro is truly ready to make a move? Eliminate all doubt by mastering the art of the pre-closing. For instance, Lim finds out if a prospect needs relocation assistance or sponsorship right off the bat so he can resolve those issues with plenty of time. Pre-closing throughout the hiring process helps to pinpoint a candidate\u2019s hot buttons, reaffirms commitments, and prevents last-minute defections. \u201cWe operate like a sales organization,\u201d Lim explained. \u201cOur recruiters have monthly targets which are tied to the company\u2019s business goals. If a candidate\u2019s not willing to commit, that\u2019s OK, because our success comes from having a slate of active candidates who are poised to accept an offer.\u201d <\/p>\n

Get Off the Fence<\/h3>\n

There’s no room for indecision when hot tech pros get four to five offers as soon as they hit the market, noted Will Thomson, founder and president of Bulls Eye Recruiting. To satisfy tech pros\u2019 desire for a transparent, time-bound hiring process, Lim establishes a Service Level Agreement or SLA up-front: \u201cWe promise that he or she will participate in four to five interviews in the same day and we guarantee a final decision 24 to 48 hours later.\u201d In addition, he proactively schedules every activity in the hiring process into pre-designed time slots to keep prospects engaged and lackadaisical competitors at bay. <\/p>\n

Offer Competitive Pay Up Front<\/strong><\/h3>\n

Waiting until the final phase of the hiring process to negotiate salary has been a long-standing tradition. However, aggressive employers such as AppDynamics are gaining a competitive advantage by working through financial details up front. In their view, there\u2019s no point in proceeding unless there is clarity and agreement on compensation, and tech pros hate playing games. Once a coveted tech pro aces the final interview at AppDynamics, there\u2019s no need to haggle, it\u2019s “game, set, match.\u201d \u201cSign-on bonuses of $10,000 to $20,000, stock options in pre-IPO companies and relocation assistance have become commonplace,\u201d Thomson said. \u201cRecruiters need the leeway to offer competitive compensation plus telecommuting, flexible work schedules and unlimited time off just to engage a top prospect in an initial conversation.\u201d <\/p>\n

Emphasize Career Over Cash<\/h3>\n

Of course, cash alone won\u2019t lure a protected top performer who is probably making a pretty good salary. Since many companies jettisoned training and development during the most recent recession, offering professional growth, a clear career path and upward mobility can be a real differentiator to a professional who feels his or her career has stagnated. Lim makes a point of emphasizing opportunities for career growth and other professional benefits when he speaks with prospects. For instance, AppDynamics\u2019 engineers have the opportunity to rotate into new positions every 12 months. And they can score multiple promotions since the company has six engineering levels. \u201cWe run startups within startups,\u201d Lim explained. \u201cSo engineers can grow their leadership skills by developing a new product or heading-up a project team. We back up our brand by actually investing in people and that\u2019s helped us compete against local powerhouses like Facebook and Airbnb for hard-to-find engineers and technical talent.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

Forget drawn-out hiring processes and waiting until the eleventh hour to negotiate salary with a prospective hire. If you\u2019re laboring over a slate of hard-to-fill tech jobs, it\u2019s time to break with tradition. If you\u2019re looking for a role model, consider Luan Lim. The VP of Talent for San Francisco-based AppDynamics has adopted a contrarian […]<\/p>\n","protected":false},"author":132,"featured_media":673974520,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2154],"class_list":["post-999881511","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sourcing-candidates"],"acf":[],"yoast_head":"\nWith Hard-to-Fill Jobs, Think Unconventional - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Forget drawn-out hiring processes and waiting until the eleventh hour to negotiate salary with a prospective hire. 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