Let’s think about what it is you’re selling to potential candidates.
Because a big chunk of hiring - especially when you’re dealing with folks already employed elsewhere - is marketing.
You need to be able to confidently outline to potential hires why they should work for your client, and not that sucky company they’re currently working for.
So, ask your client and your client’s current developers why they work there. Ask the developers they already have why they work there.
Maybe they concentrate on work-life balance, or have a goal in mind to change the world.
Or maybe they just build cool shit.
Whatever it is, that’s what you’re going to end up highlighting to candidates, especially if you know it to be in contrast to where they’re currently working.
This is also a good time to take a look at what you shouldn’t be selling. It goes somewhat without saying that if the work your client does is boring, you might not want to bring that up.
But here’s the thing: You need to find a way to spin that into a positive when you’re recruiting. If they do boring work, you can highlight instead how quick projects turn over so at least the boring has some variety. Or you can highlight the 20% time they give to personal projects.
Because chances are, if your client does something like an enterprise backend system for telephony, your candidates already know the work can be a bit boring.
And part of your job is to turn that into a positive.comments powered by Disqus