If you’re looking to hire someone in the tech space, but don’t have deep pockets, you can still get it done with next-to-no hassle. The trick is working within realistic parameters.
All recruitment processes revolve around 3 factors: money, skills, and location. Typically, only two of these three will be achievable. For example, if you want the right skills/experience and you want the person to come into the office, you’ll likely need to offer above a market-related salary. But what if you can’t offer above market value?
Skills: put bluntly, if you’re looking for a singing, dancing unicorn on a budget, you may need to settle for a horse with an ice cream cone (maybe even with some makeup). The trick is spotting the horse that’s got the stamina and temperament to eventually grow the real horn. In real terms, this means hiring for long-term potential, not just immediate output. It’s about more than the skills listed on a CV. Aptitude, problem-solving ability, and the drive to grow into an indispensable professional often outweigh the perfect checklist of experience.
Location: The slightly more contentious topic of remote work. The forbidden R-word in the talent market. While culture dilution, company identity, and fewer water-cooler chats are valid concerns, companies often underestimate how location limits their talent pool. Cost of living, commute distance, and lifestyle preferences all affect whether the right candidate will even consider your role.
Remember, the right type of talent usually isn’t “on the market” or “open to work”, they need to be headhunted by recruiters. These candidates are usually happy where they are, so the move must make sense for them. Making it make sense, that’s on the company.
The last thing to consider when weighing up how you (as a company) want to position these 3 pillars of recruitment, is what does not filling the role cost you? If this role is not filled by the end of the year, can you quantify the real monetary cost the business will forfeit?
Even without the budget you can still find the right talent and make it work. The best recruitment processes are the ones where both sides sell themselves to each other, so everyone walks away happy. Recruitment isn’t about trading horses or chasing unicorns – even if it starts with an ice cream cone.
Are you looking to hire or still trying to understand who you need to hire – get in contact with us today and receive a free consultation with our recruitment specialists.