To identify and hire technical talent in a small city keep the following points in mind:
1. Assess aptitude.
With the traditional resume and interview recruiting process, getting a clear indication of a candidate’s abilities can be challenging. Resumes can be misleading, and bias can corrupt subjective analysis. When recruiters do eventually hire a candidate after searching through hundreds of resumes, they sometimes find the employee is not a good fit for the position or the company culture. Plum analyses the top skills needed for an open position and then evaluates candidates for those qualities.
2. Establish a culture that embraces remote hiring.
Recruiting is no longer limited by location. In their book Remote, 37Signals founders Jason Fried and David Heinemeier Hansson explain that limiting hiring to one geographic region means recruiters are missing out on the best talent. Do not limit the search for quality candidates to the local talent pool—the right programmer for the job may not live nearby.
3. Look for talent in areas with a large amount of people but few opportunities.
The growing IT industry combined with the vast population in these countries allows us to be selective with our aptitude and attitude criteria scores and still have many candidates to choose from.
4. Do not underestimate the value of junior hires.
Hiring IT positions is competitive and finding experienced candidates with the right skills is challenging. Programmers can often learn the specific skills needed for a position, complete on-the-job training and absorb lessons from peers and mentors. They are likely to grow into valuable team members, no matter how much experience they have.
5. Be mission-driven.
In the competitive market for IT talent, candidates have their pick of firms and positions. Hiring top technical talent will never be easy, but these rules will make it easier.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath