The product, advertising, revenue earning and general information about a company create an image in the mind of candidates. Companies are categorized as old or young, exciting or boring and capable of providing good exposure or otherwise on the basis of these impressions. A company that plans to change image needs to manage this on a number of fronts. Recruiters have the bandwidth to spread the information about your company’s dynamism and change the image. This is an effort that can be done at no extra cost; all you need is creative thought and implementation in technical recruiting.

Your company image

Identify how you are viewed by a retained executive search firm and candidates. This is possible to see when you analyze the rate at which vacancies are filled. If your company is not a high paying company, it should be seen as one that provides good training and work related exposure. If the image is one of a plodding company filled with old thought, convert the image to being one that focuses on core strength and performance rather than flamboyant imagery. As long as your company talks about what it is good at, it will attract resources that understand and want to be a part of your thought in technical recruiting.

Talk about your company

Call your technical recruiting partners and talk about the mission of your company. Engage them and invite them to be a part of your future. Make a presentation that infuses the audience with the enthusiasm to be a part of your grand plans. Tell the technical sales recruiters what important processes are to be incorporated in the recruitment engine and tell them how they can up their internal recruitment capability by working with you. Once you have a motivated and enthused audience get into details about your company.

Detail the work environment

Describe the kind of work environment you offer to your specialists. Your company may be an interesting workplace to a biomedical engineer because of the research and work exposure possible. Inform your technical recruiting partners about the impetus you are giving to certain sections of your business so that they are aware of the type of talent you are likely to look for. Focus on your strengths, if your company is rich in talent and work experience, counter the argument that old people are retained and there is low scope for growth. Talk about the importance of specialized skills and your company’s respect for it.

Engage the recruiters

Share the company’s growth path with the head hunters by sharing the divisions, locations and possible job profiles that a person can grow to. In case you select an industrial engineer, explain that the person’s choices are not limited to only technical work unless the person excels in it and displays a keenness to grow in the field of technical specialization. If your business requires a high skilled maintenance engineer explain the possible growth path for the candidate by focusing on the company’s flexibility to allow cross functional exposure.

Tags: technical recruiting