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Even the most technical companies need employees who can fill non-technical roles. But when the focus is so clearly on technical talent, how can you ensure you have great staff who are able to lead and drive business outside of the technical roles? Here’s how you can find the best people for those outside the box jobs.

Go Broader

While you may be used to searching for talent in very specific, technically oriented niche groups or boards. That’s not going to serve you well for your non-technical hires. You need to go broader with your search. Show your non-technical jobs in places where more general candidates are looking for work. Think about your social media and digital recruitment strategy and expand your search for specific roles that deserve a broader set of candidates.

Write Better Job Descriptions

Job descriptions are an inevitable part of the recruiting process. It is critical for employers to think deeply about what they are looking for from their ideal candidate and how those needs translate onto the page. There is no doubt that the internet has made the application process faster, but at the same time, the finesse of a well-written job description can be lost in the race to get something posted. SEO and keywords have further influenced the shape and flow of the classic job description. Too often, employers are writing job descriptions without thought to who they are writing to and what the goal of the listing is. Don’t let yourself fall into the bad habit of writing poor job descriptions. Know your audience. Be detailed but not overly so. Include information about salary and benefits. And write in an engaging and interesting tone to really show your interest in hiring the right person for the team.

Feature Your Culture

Invest in your culture by sharing your culture with future hires. Make sure the candidates you are screening are being screened for cultural fit as well as technical capabilities. In fact, hiring a strong candidate who is also a good cultural fit can go a long way in improving productivity, team morale and the overall success of the project. How can you tell, as a hiring manager, whether a candidate is a good fit culturally during the interview?

Identifying a cultural fit is really a judgment call based on a candidate’s response to multiple questions. There are certain questions which stretch the candidate’s ability to be objective and self-critical, and the response to such questions often provides a good insight into a candidate’s ability to fit in with the team. Some such questions include asking the candidate, in their opinion, what do their colleagues think is their biggest developmental opportunity. This question forces the candidate to think about their traits from the eyes of others around them. It also provides you, the hiring manager, with important insights into the candidate’s ability to be self-critical. Another good question to help evaluate cultural fit includes asking a candidate to describe a project where things didn’t go as planned and how the candidate dealt with it.

Partner with Williams Industrial

Are you struggling to find the right talent for your open positions? Williams Industrial Services has more than 50 years of experience in the industry to help find the right workers for your company. Contact our team today to get started!

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