Co-Founder & CEO @serverdensity, Python programmer, EIR @seedcamp, @humanops organiser, tea taster.

Search Tweets

Twitter Feed

@davidmytton — 2,713 followers, 6,031 tweets

@StevieBuckley The challenge is the desire to “hire right now” vs spending the time to get the process right and find candidates who will stay for the long term. It’s hard anyway so getting recruiter incentives right is crucial
So an in-house recruiter working alongside all your other community outreach, profile search, job ads and graduate recruitment is all part of a well structured hiring process. It takes time. There's no shortcut. A bit more depth: 
The best engineers can pick and choose a small number of places they want to work at, so they don’t use recruiters. This means for hiring engineers, it’s really tricky to find a recruiter that will actually deliver
The only way to match incentives is if they are working for you exclusively full time i.e. they’re an in-house recruiter. But that can be overkill if you only need to hire a few people. Contractor recruiters exclusive to you can be a compromise
The problem is that in both cases, the incentives are misaligned. You need a recruiter who 1) is looking for good candidates that fit your criteria; 2) who will find you someone who is good to work with; and 3) someone who will will stay with you for a long time
Show More