Do you have a lot of money? We still will not go to you!
This is the answer to the article . You have a lot of money? Then we go to you!
I would like to make out the situation with the search and recruitment of staff in more detail, perhaps this information will be new for someone.
To begin with, let's try to formulate the main problem (see the original article): “We need to find competent, professional and loyal PHP developers with deep knowledge, or at least an understanding of how applications and DBMS work under high loads in Dnipropetrovsk. The amount of remuneration is limited to 2.5 K $ ".
How do you like this task? Do you have strength?
Actually incomprehensible. Take up the study of the market.
Unfortunately, (although I admit, I didn’t really search for it) I don’t have any data on the Dnepropetrovsk labor market.
But there is data on Perm (These are two different cities! In general, different countries! - yeah ... I know, but the population is about the same amount. On my side, the law of large numbers and author's freedom).
')
Disclaimer: All the numbers, well, almost everything, are invented by me only to illustrate the principle. In real life, take real numbers.
According to this schedule taken from hh.ru on March 13 in the field of "Information technology" Perm we have:
562 resumes; 550 vacancies; ratio: 1.02.
We see that the number of vacancies is approximately equal to the number of resumes (and yes it is across the industry, in development I think it is even worse). Remember this fact. By the way, this is a good answer to the question about high wages.
Next, take a cool thing like a sales funnel and apply it to our problem.
That is, we take the initial volume of specialists in the market and consistently apply our requirements to them, thereby filtering the market of applicants.
Wow ... that is, out of all 150 developers, we have only 2 people fully meet our requirements, i.e. exactly 1.3%.
And now the creative task: how to make this 1.3% come to us to work?
How does he know that we need him?
And does he know anything about the company at all?
Can we offer him something unique?
With all this, do not forget that we still have somewhere near by a bunch of companies eager to hire programmers.
There are several solutions:
The solution "in the forehead" :
More subtle ways:
I would like to make out the situation with the search and recruitment of staff in more detail, perhaps this information will be new for someone.
To begin with, let's try to formulate the main problem (see the original article): “We need to find competent, professional and loyal PHP developers with deep knowledge, or at least an understanding of how applications and DBMS work under high loads in Dnipropetrovsk. The amount of remuneration is limited to 2.5 K $ ".
How do you like this task? Do you have strength?
Actually incomprehensible. Take up the study of the market.
Unfortunately, (although I admit, I didn’t really search for it) I don’t have any data on the Dnepropetrovsk labor market.
But there is data on Perm (These are two different cities! In general, different countries! - yeah ... I know, but the population is about the same amount. On my side, the law of large numbers and author's freedom).
')
Disclaimer: All the numbers, well, almost everything, are invented by me only to illustrate the principle. In real life, take real numbers.
According to this schedule taken from hh.ru on March 13 in the field of "Information technology" Perm we have:
562 resumes; 550 vacancies; ratio: 1.02.
We see that the number of vacancies is approximately equal to the number of resumes (and yes it is across the industry, in development I think it is even worse). Remember this fact. By the way, this is a good answer to the question about high wages.
Next, take a cool thing like a sales funnel and apply it to our problem.
That is, we take the initial volume of specialists in the market and consistently apply our requirements to them, thereby filtering the market of applicants.
Wow ... that is, out of all 150 developers, we have only 2 people fully meet our requirements, i.e. exactly 1.3%.
And now the creative task: how to make this 1.3% come to us to work?
How does he know that we need him?
And does he know anything about the company at all?
Can we offer him something unique?
With all this, do not forget that we still have somewhere near by a bunch of companies eager to hire programmers.
There are several solutions:
The solution "in the forehead" :
- We remove some of the requirements, respectively, we rise above and already the percentage of satisfying us in professional qualities: ~ 16%. Now fine.
- We ask the management to increase the remuneration and thus stand out from the crowd of recruiters so that our desired 1.3% will find us.
More subtle ways:
- PR of the company and its projects + creation of a creative atmosphere. Those. we compensate for the lack of money with excellent conditions: soc. Package, company car, coffee maker - yes, anything. And you can also have a super bonus - a free schedule. Once a week only appear at the planning meeting.
- Search outside of the job market. The usual such headhunting. You can even give money for a good recommendation.
- Take students, trainees and train them.
- Search for cool specialists among other programming languages. Maybe there is an uncle who in Python gets along well with MongoDB and wants to learn something new.
- Specialists from other cities, freelancers, Indians :).
Source: https://habr.com/ru/post/285542/
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