Insights for »catching« the right talent

As summer rolls around, we are all thinking of summer vacation and most probably plunging into a refreshing lake or sea. I am not a fan of fishing but just as I was thinking of the seaside and a fish on the grill, I started thinking of how fishing is similar to recruiting.

It’s a hobby that requires skill, strategy, and patience—much like recruiting top talent.  If you would like to catch a trout, Adriatic sea is not where you will find it. The first thing to know is, where your fish is located.

The same goes for your talent, you must go where they are. It’s highly unlikely that you will find your full-stack developer on a job board or LinkedIn. So why would you try to look for them there?

1. Know your target

In fishing, the first step is identifying the type of fish you want to catch. Different fish thrive in different environments, and knowing where to find them is crucial. Similarly, in recruiting, you need to identify the specific skills and qualities required for your role and the best communication channels to reach your target candidates.

Without knowing your top talent inside out, it’s like fishing without equipment.

2. Choosing the Right Location

Once you know your target, the next step in fishing is selecting the right body of water. Some fish live in freshwater lakes, while others are found in the ocean. In recruiting, this translates to choosing the right platform or location to find your ideal candidates. Highly skilled professionals often hang out in specific places—be it niche job boards, professional networks, industry-specific forums, or even social media platforms.

For instance, if you are looking for a full-stack developer, it’s important to recognize that they often frequent tech forums like Stack Overflow, GitHub, or specialized coding communities. They might follow certain industry-specific social media groups.

Go where your top-talent is, not where you are used to advertising your jobs.

3. Using the Right Bait

The bait is crucial in fishing. You need to know what attracts your target fish—worms, lures, or specific types of bait. In recruiting, your job ad is the bait. It must be tailored to catch the attention of the talent you seek. This involves crafting a compelling job description that highlights what potential candidates are looking for—challenging projects, career growth opportunities, company culture, and benefits.

When recruiting a cybersecurity expert, emphasize the cutting-edge technologies they will work with, the importance of their role in protecting critical systems, and opportunities for continuous learning and certification.  For attracting a creative director, focus on your company’s innovative projects, the freedom for creative expression, and the chance to lead a talented team.

If you don’t know what’s important to your ideal talent, how will you convince them to come work for you?

4. Techniques and Tools

Fishing requires different techniques and tools depending on the fish you aim to catch. You might use a fishing rod, a net, or even your bare hands. Similarly, in recruiting, various tools and techniques can be employed to reach potential candidates. This includes using applicant tracking systems, professional networking, direct outreach, and leveraging employee referrals.

For example, if you are always on the lookout for exceptional UX designers, attending design meetups, engaging with designers on social media, and participating in design forums can help you build a network. When a position opens up, you’ll have a list of potential candidates who already know and trust your brand.

Be resourceful and innovative when looking for new employees.

5. Patience and Persistence

Fishing is not an instant gratification activity. It demands patience and persistence. You might spend hours waiting for the right catch. Recruiting is no different. Finding the right candidate often takes time. It’s essential to stay persistent, continuously refine your approach, and not settle for less than the perfect fit.

When looking for a top-tier software architect, you may need to engage in multiple rounds of interviews and assessments to find the right fit. Patience in this process ensures you don’t rush and end up with someone who doesn’t meet your long-term needs.

Catching the best talent takes time; rushing the process only leaves you empty-handed.

6. Building Relationships

Experienced anglers know that understanding the behavior of fish improves their chances of success. Similarly, building relationships with potential candidates, even before a job opening arises, can be beneficial. Networking and engaging with professionals in your industry can create a pool of potential candidates who are familiar with your company and might be interested when an opportunity arises.

If you aim to hire a top-performing sales manager, maintaining relationships with sales professionals through industry conferences, LinkedIn groups, and sales-specific networking events can ensure you have access to high-quality candidates when you need them.

Think long-term: Nurture connections before you need to recruit.

Next time you embark on a recruiting mission, think of it as a fishing expedition—prepare well, and you might just reel in the perfect catch. Have a great summer!