How to recruit GREAT engineers
By Ameen Abu-Leil, VP R&D BU @ Galil Software
We know that it’s not the easiest task in the world to find and recruit great engineers, engineers who’ll make a real difference to your company and your bottom line.
There’s also a growing demand for quality engineers, and a real shortage of top talent, which has resulted in a need to recruit faster than ever before (here’s a painful reminder of the costs of recruiting slowly).
With that in mind, here are some great practical tips (based on our own hiring experiences at Galil) to improve your HR process and find that top talent:
- Sometimes you can uncover hidden talent in some unlikely places, places where the majority of headhunters fail to put themselves. Companies tend to stick to the obvious places to advertise their requirements; we say look beyond where everybody else is looking, and yes, if that means heading out of Tel Aviv (ahem, Nazareth anyone?) to uncover a new talent pool, then do it!
- For junior positions, you should certainly consider students and recent graduates. They’re more often than not very enthusiastic and hungry to learn (as well as keen to get on to that first career rung). You can often find some fresh, raw talent and reap the benefits.
- Don’t hesitate to interview many candidates in short periods of time, and keep an eye on the time for each interview so you’re able to complete more. CVs don’t really give us the whole picture; the basics are there of course, but only by sitting and communicating with the person will you be able to spot any real potential or motivation – which can be just as crucial, if not more, than a list of engineering and programming skills.
- People tend to recruit people who are similar to them or their tastes; cultural or personality differences can be interpreted as a disadvantage, but most of the time it’s actually the other way around. Diversification ensures different points of view are presented, and this can be very important for a company. Let’s face it, without people from different cultures, or people who see things a little differently, your company is going to get rather boring, rather fast. needless to say – you give up talent because you have obstacles seeing its potential.
- When recruiting someone from a different culture you should pay close attention to cultural differences: for example, some questions which may seem legit to you may not be interpreted correctly by the interviewee. This also applies to manners in general. Simply put, be aware of who you are interviewing and any possible cultural differences.
Happy recruiting – and if you have any questions feel free to shoot them our way!
Ameen Abu-Leil has recruited hundreds of engineers over the years.
He is the VP R&D BU @ Galil Software