There’s a lot of uncertainty that comes with the terrain of switching jobs. For instance, let’s say that—for whatever reason—you’re not a fit with your manager or new employer. Or maybe, the fast-growing startup didn’t end up being as fast-growing as it appeared on the surface. Talented, passionate, and creative engineers know that in the innovation economy, what the World Economic Forum (WEF) calls the Fourth Industrial Revolution. There are an abundance of jobs:
As someone who sources and hires technical people, you have one of the best jobs that society has to offer. But sometimes, this reality is tough to remember because—let’s face it—there’s a lot more hard work than glamor in your role.
Between communicating with company leadership, supporting hiring managers, providing candidates with high-touch processes, and the sheer number of times you hear the word “no,” in your day, the work can feel like sorting laundry piles.
Sometimes, work can feel like an endless game of survival mode. You wake up early, get the kids ready for school (or the pets ready for daycare), rush to the office, answer emails, and immerse yourselves in meetings. By the time you look up at the clock, it’s already noon, and your to-do list is still endless. Goodbye lunch break.
That perfect hire is out there—and as a recruiter, it’s your job to find them. But how?
For the first time in human history, every person has the ability to connect with anyone else in the world. That means talent pools—and the companies seeking people to fill key technical roles—are expanding. The basic economic concept of supply and demand has shifted into a reality of intersectional orbits. Are you part of a recruiting team, in London, that wants to hire an engineering director in San Francisco’s deep technology community? You may not have met that person yet. But they’re out there. They have no idea that you’re seeking them out, which makes it easier to ignore your outreach.