The first step to getting the best semiconductor professional onboard is an efficient hiring process. This blog outlines some of the finest methods to attract the most suitable talents for the semiconductor industry.
Sales isn’t the only area where your company competes against other companies in the semiconductor industry. With upcoming technologies, hiring a highly competent team of semiconductor professionals is equally a feat in itself.
Your recruiting process involves and improves various aspects other than just identifying the candidates you want to work with. To attract the best talents in the semiconductor space, you have to work upon the intricacies of the hiring process, such as clarity of responsibilities and a smooth and well-designed hiring journey, to name a few.
Here are 5 ways to build a semiconductor talent pool that attract highly skilled candidates:
Semiconductor industry experts
If you’re an HR manager, involving professionals from your company who specialize in the semiconductor field is a great move to hire the best talent.
Gather the semiconductor professionals in a room together and discuss the hiring approach. This is to avail their assistance in creating strong job descriptions (JD) and targeting the right candidates.
72% of HR professionals affirm that they give clear job descriptions, whereas only 36% of candidates agree to this. This certainly shows the gap in understanding of the role in the first place. So, semiconductor industry experts can help you with the job descriptions’ accurate terminologies and what skills to assess.
Apart from amending the job descriptions to make a talented workforce, semiconductor industry experts can also help add some effective attraction magnets, such as opportunities to work on the latest technologies and challenges.
Do remember that your potential candidate is not only looking for a handsome pay scale but also unique growth opportunities to scale their career.
Well-structured interview process
A well-structured interview checks the knowledge of a candidate and assesses their ability to use the right knowledge at the right time.
According to Wired, structured interviews have efficiently predicted performance approximately 26% of the time, which is much better than unstructured interviews (14%). So, create a structured interview process encompassing the exact job criteria (concerning the technology required) you need to fulfill.
Apart from hiring highly skilled candidates, this would also empower each interviewer to keep the interview to the point every time. Moreover, this reduces the time duration of the hiring process and increases the clarity of job responsibilities.
With the field of technology being dynamic and active, most of the best semiconductor professionals have many job offers. In such a scenario, a lengthy hiring process would be a turn-off.
In a nutshell, you don’t have to search for the ‘best semiconductor professionals’; rather, you have to search for the ‘best semiconductor professionals for your company.’
So, craft your interview process accordingly.
Reaching out to crème de la crème candidates
Usually, the people you want to hire might not be looking for jobs at all. Or maybe, they’re not actively looking for a new job, making them passive job seekers.
So, your sourcing heads need to take charge of reaching out to the most competent people in the semiconductor industry instead of just depending on inbound applications.
Platforms such as LinkedIn Recruiter can help you to reach your ideal potential candidates, whether or not their profiles mention “open to new opportunities.” Such top talents don’t have competing offers.
Besides, reaching out via such platforms initiates conversations between you and the candidate. Thereby, you and the candidate can communicate with each other what you both are going to bring to the table.
Referral program
You’re most likely to hire the best quality talent through a referral program. The reason is that your current employee has already evaluated whether the referred candidate is the right person for the job and the company or not. None of your current employees would risk their reputation. Therefore, they would provide only high-quality candidates as a referral and that too only after being sure about their suitability and eligibility for the role.
So, if your current employees enjoy working in your company, introduce a referral program for them. They’ll get in touch with other semiconductor professionals in their network and spread the word that your employees enjoy working in your company. This will ease the process of hiring the best semiconductor professionals.
Creating a pool of candidates
One of the best ways to hire the best talent is to maintain a record of future candidates by creating your pool.
While looking for the best semiconductor professional, you must be interviewing at least 10 candidates and eventually narrowing down to only one. The remaining candidates most likely would miss the job opportunity with just a few parameters. This means they’re not essentially less talented candidates.
So, the next time when you need to hire quality talent, you can call them for an interview and get to know if they are working upon their areas of improvement.
So, the next time when you need to hire quality talent, you can call them for an interview and get to know if they are working upon their areas of improvement.
Make hiring a smooth process
With upcoming technologies and the competitiveness all around, the semiconductor industry presents subtle challenges that test your efficiency as a company.
To hire the best candidates, clarity about job responsibilities and expectations, and a well-structured interview process eliminates the less qualified or unsuitable candidates from the hiring process.
Directly getting in touch with the best talents of the semiconductor industry through referral programs, recruitment platforms, and talent pool databases ensures getting a highly skilled employee.