Use a Global Recruiting Service to Expand Your Talent Pool

If our favoed programmer gave us two weeks’ notice, we would need to have a strategy in place for finding a suitable replacement. We ought to consider if we have the capacity to look for someone internally, or if we need to source an external candidate. Either way, it is important to ensure that we have a clear plan of action in order to find the right person to fill the role.

Maintaining the loyalty of your most talented software developers could be a difficult task, especially considering the latest Bureau of Labor Statistics report from April 2023, which showed that the unemployment rate had decreased to 3.6%.

The current historically low unemployment rate has created a competitive labor market, allowing developers more freedom to seek out opportunities with other organizations. It is likely that the programmer in question has been enticed away by a rival offering more favorable conditions.

As skilled Human Resources professionals, we are always seeking out talented programmers. According to an analysis of LinkedIn’s internal data, it has been found that Embedded Software Engineers in Africa receive the most InMails per professional. Additionally, the Information Technology sector, particularly the Software sector, has the highest rate of turnover of any sector.

In order to protect your business from the potential damage of a talent war, it is essential to have a strategy in place. Firstly, you should consider undercutting your competitors’ prices to maintain a competitive edge. Secondly, you could collaborate with a remote recruitment agency to build a base of qualified software engineers. These measures will help to ensure that your business is well-prepared for any potential talent wars.

The Importance of Having a Plan to Develop New Talent

I’ll go through the list of challenges you’re facing again:

  • countrywide low joblessness rate
  • best rates of return on investment in any sector
  • employment opportunities that are fiercely contested

Two additional hurdles stand in the way of your talent acquisition, if that wasn’t enough.

  • Hiring developers is one of HR’s trickiest responsibilities. CareerCast claims that this is the most difficult job in the United States to fill.
  • One of the longest, too. A developer may be hired in an average of six weeks, according to Glassdoor.

It is concerning that even a relatively short period of absence, such as six weeks, could have a disruptive effect on a small or medium-sized enterprise (SME). This disruption could manifest in various ways, such as additional strain being placed on other developers, leading to increased pressure and stress, or simply a lack of productivity due to the absence of the individual in question.

However, there are further justifications for proactively searching for top-tier developers:

  • If your business is expanding rapidly, you may be in discussions to take on significant new projects or get new corporate customers.
  • If you appreciate having a thorough knowledge of your organisation’s ethos and would like to reduce the amount of unfamiliar contacts you need to make, you may want to consider recruiting someone from within the business.

Creating a talent pipeline is just as important as generating hot leads; potential customers who may not be ready to purchase from you at present, but may be in the not-too-distant future. It is essential to proactively cultivate a collection of potential new hires to ensure future success.

Factors Necessary for Establishing a Source of Future Employees

Another parallel between lead generation and creating a talent pipeline is that both need consistent work over time.

It requires forethought and the selection of long-term plans like:

  • Identifying Potential Employees
  • choosing the right candidates for the job
  • Keeping in touch with them regularly
  • delivering them promotional materials that represent your “brand”
  • getting in touch with them personally and maintaining their interest

Of course, it’s also possible to be very subtle, like in:

  • Assessing a candidate’s skills and personality to see whether they’d be a good match for your firm.
  • Verifying their interest in joining your firm before extending a formal offer.
  • Determining the likelihood that they will be accessible when you need them.

Searching for qualified candidates is the most time-consuming element of any recruitment process. Human Resources (HR) recruiters need to continuously manage multiple strategies to identify the most suitable candidate, including:

  • word-of-mouth marketing
  • looking through online portfolios
  • using a system for keeping tabs on potential employees
  • Online directories and business/social networking sites
  • meeting potential employers at social gatherings
  • browsing code-hosting sites like GitHub

Considering the amount of work and dedication that is required to be successful in this profession, it is clear that recruiting managers place a great value on building and maintaining a strong pipeline of potential new hires. This is done by working collaboratively with other professionals to ensure all recruitment efforts are coordinated and effective.

The Drawbacks of Using a Dedicated Recruiter for a Small or Medium-Sized Business

It is a common practice for larger Human Resources departments to have a small team whose sole responsibility is to actively source and assess potential candidates for employment. Depending on the size of your organization, the specific requirements of this role may differ.

Although you may not be hiring a developer very often, you still need to maintain contact with competent prospects.

Although it is evident that this role is a complex and laborious one, the hiring of an extra employee to fulfil this role would come with a hefty price tag of $80,000 per annum. Furthermore, should you only require a few new staff members each year, it may not be financially feasible to take on the expense.

Investing in a dedicated candidate sourcing strategy, such as an application tracking system, could be a viable option for your company. Such a system could provide a steady, cost-effective solution, regardless of whether you make any hires that particular month. For example, Skeeled, an applicant tracking system, charges a fixed fee of £400 per month. This could be a more efficient approach than your current hiring methods.

It may be beneficial to consider approaching this concept as a collective effort, targeting multiple corporate executives. Keeping in contact with potential candidates is a wise move in order to be prepared to act when the ideal one appears. However, it appears that the overall approach is somewhat disorganized.

As managers in small businesses often have to juggle multiple roles, it is understandable if tasks that are not considered essential are delayed. When taking on extra duties, it can be difficult to find the time to carry out each task to the best of your ability. Consequently, it is important to recognize your limitations and manage your workload accordingly.

Therefore, collaborating with a distant employment agency is the finest choice you can do.

Building a Pool of Talent for Remote Work: How Works Can Help

Keeping in contact with a quality personnel pool is a primary priority for Works as a leading remote recruitment firm.

At a global level, we are receiving applications from highly experienced and skilled developers who are eager to join our team. The individuals in our talent pool are of the highest calibre and possess exceptional coding capabilities, communication skills and are a perfect fit with our company culture.

We invest heavily in finding and training these professionals so that they are ready to jump ship to our customers when they are in need.

We will not rest until we fill every vacant job with the ideal candidate. This is why we maintain long-term partnerships with all of our clients.

At Works, we understand that our customers require tailored services which meet their specific needs. That is why we do not charge a finder’s fee, meaning that there are no costs incurred by you until the individual you have hired begins to work for your business. This approach is especially beneficial for small companies that have infrequent demands.

What, therefore, can Works do for you as you work to develop a pool of prospective employees?

We would be delighted to have you join our team. To get started, simply provide us with your hiring requirements and we will do the rest. Our team will create specific, tailored prospect lists for your position as soon as you are ready to recruit. We look forward to hearing from you.

At no cost or expense to you, we are providing these services. You should only make payment to us if you decide to hire one of the candidates we have identified and interviewed.

In other words, you may use Works‘ services at no cost. Is there a better way to allocate your resources or strike a more equitable bargain?

It is essential to take proactive steps to avoid any disruption to your organization’s operations. By getting in touch with us now, we can start building a talent pipeline that is tailored to your specific needs. This will ensure that you are always prepared for any vacancies that may arise, removing the need for last-minute scrambling for new developers.

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