Finding the right people is one of the most important keys to success.
But it is hard to do. Our circles of acquaintance are generally very
small. It is extremely easy to just hire someone you know, even if they
don’t fit the position very well, or to place an ad, get a few
applicants, do a couple of interviews and make a selection. But
choosing the wrong person can be very costly. One friend of mine spend
$23,000 in wages for a programmer whose code they ended up re-writing.
For him, spending $1,000 per month on a billboard to build a deeper
pool of applicants to draw from for future hires is a great investment.
I was in an advisory board meeting the other day where these ideas were offered (I’ve enhanced them a bit) for recruiting CS people in Utah:
- BYU has a CS Alumni email list that goes to 1,000+ programmers. Call BYU’s CS Dept to add your job listing to this list.
- You can go to the BYU CS Department web site to post a job opening for a student
- Hire LAMP people (Linux, Apache, MySQL, Perl/PHP) out of b-schools and C++ people out of CS departments
- The U of U has a better CS department than BYU. BYU is better than UVSC.
- Northface University is
preparing individual programmers and teams of programmers to solve
real-world needs. They stay more current on programming techniques and
languages than other academic insitutions. This will be a great place
to recruit from.
- Offer a $500 bonus to anyone who helps you find the programmer you hire. This will help.
- QA is important. You could outsource it to KeyLabs or off-shore (less expensive).
I also found that you can post a job at BYU’s Electrical and Computer Engineering Department.
For me, judging business plan and web solutions competitions has
introduced me to dozens of students, and has led to two of the best
hiring decisions I have made in the last year.
Hiring Sales People
If you are hiring sales people, the word on the street (from one
experienced sales manager) is that UVSC students are 40-50% more
productive in door to door selling than BYU students, who tend to be
more academically focused.
There are probably a lot more ideas for recruiting developers and sales people, better than the ones I have shared here.
What are your best tactics for recruiting? Please share.