panel of engineering and talent acquisition leaders<\/a> to share their best practices for working in sync to meet technical hiring goals. <\/p>\n\n\n\nBelow are some of the key pieces of advice that came up during the discussion.<\/p>\n\n\n\n
Align on candidate profiles<\/h2>\n\n\n\n
It\u2019s absolutely essential to align on what the ideal candidate looks like, from the get-go. <\/p>\n\n\n\n
You need to know what skills, technologies, and experience are relevant to the role. You need to get knee-deep in the specifics of what good, great and bad look like. What are the non-negotiables? Where is there wiggle room? What does a \u201cday in the life\u201d look like for this role? <\/p>\n\n\n\n
Experts Nathan Sutter and Vanessa Gregg say that getting TA and Engineering together to review internal job descriptions, before <\/em>starting to source candidates, is essential. <\/p>\n\n\n\nBoth parties need to be specific, critical and realistic about the desired profile (skill set, experience, learning potential, etc.)\u2014in relation to company goals and market realities. <\/p>\n\n\n\n
\n\u201cIt all starts with defining what the actual job description is, and really nailing it down to \u2018what are the actual needs\u2019. Everything else can be nice-to-haves.\u201d <\/p>\n– Vanessa Gregg<\/strong>, Technology Division Account General Manager at Telus International<\/cite><\/blockquote>\n\n\n\n\n\u201cI\u2019ve found that in joint sessions with Talent Acquisition, when discussing what I wrote up as a job description, I\u2019ve realized: \u2018maybe I don\u2019t need this or this, or I should be looking at this differently\u2019. I\u2019ve always found those types of conversations to be helpful in drafting a candidate profile that you actually want to chase and that\u2019s realistic.\u201d <\/p>\n– Nathan Sutter<\/strong>, Global VP of Engineering at CoderPad<\/cite><\/blockquote>\n\n\n\n