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5 “Rules” For Recruiting Technical Talent

Posted by Tucker, Elissa at Wednesday, 06/13/2012 12:58 pm
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Is your organization among the many that are struggling to fill technical jobs?

“Jobs for Skilled Workers Are Going Unfilled,” Los Angeles Times, June 8, 2012
“Global Talent Shortage Worries Multinationals,” MarketWatch, June 1, 2012
“Skilled Workers in Demand as Companies Face Talent Shortages,” Huffington Post, May 29, 2012

APQC’s research has uncovered best practices for filling technical jobs with science, technology, engineering, and mathematical talent. Listed below are five best practices for recruiting technical workers. APQC members can click on a best practice or “rule” to access an APQC article on the topic.*

1. Make Diversity Part of the Technical Talent Strategy
Best-practice organizations believe that having enough technical talent over the long term hinges on their ability to attract and retain technical talent from a range of demographic backgrounds.

2. Encourage Students to Pursue Technical Careers
Best-practice organizations focus on both short- and long-term technical talent needs. One long-term recruiting approach used by these organizations is to encourage students to study for technical careers.

3. Brand the Technical Employment Experience
Best-practice organizations craft and communicate employment brands that they believe will be uniquely appealing to technical workers.

4. Use Technology to Recruit Technical Talent
Best-practice organizations use technology to interact with and manage recruits. They believe technology-based communications are familiar and meaningful to technical workers, especially younger technical workers.

5. Source Technical Talent On Campus
Best-practice organizations view campus relationships and internship programs as two of their most effective approaches for recruiting technical talent.

Want to learn more? Listen to a recording of our complimentary June Human Capital Management Community Call.

In this Webinar titled Recruiting Technical Talent: What’s Different and Unique About Finding Engineers?, Bill Rothwell, professor of workforce development at Pennsylvania State University:

 reviews the demand—and global shortage—of engineers,
 describes unique challenges in recruiting engineers,
 explains why engineering recruitment is different from other kinds of recruitment, and
 summarizes best practices in engineering recruitment.

Find out if your organization is already an APQC member. If it is, you can register for access to APQC’s Knowledge Base content.

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