Let the Bidding Begin! A New Way to Hire Tech Workers

 The tech worker drought has many companies scrambling to find and keep good tech talent. Many are creating talent pipelines starting at the university level, and others are pulling out the stops with perks. One company has found a totally different way to do things, and it could reinvent recruiting for many high-skilled positions.

While many areas of the country aren’t necessarily feeling the tech talent shortage, hot tech cities like San Fran or New York are feeling it pretty deeply. In such cities, companies are struggling to get tech talent through the door, and tech workers are getting overwhelmed, and quite frankly annoyed by aggressive recruiting tactics.

Referred to by its founder Matt Mickiewicz, as “a career marketplace for the world’s knowledge workers”, Hired.com has found an innovative solution to this problem for both recruiters and candidates. Their site allows candidates to see what companies want them and how much they are willing to pay for them. On the other end, Hired.com takes the red tape and volley out of current practices for recruiters. This isn’t a solution for everyone, but it has certainly been the preferred option for many.

It goes like this: Tech candidates looking for a job can create profiles and start a bid on themselves. Companies can then find candidates relevant to their open positions and place bids on them. The candidate can then choose which company’s offer they wish to accept.

Beyond cutting straight to the point, the site is also designed to eliminate those awkward talks about money. No one really likes to bring it up, so the site makes pay extremely transparent. Furthermore, the candidate, nor the recruiter are ever in a position of wondering where the other party stands. It’s like being on a first date but all the cards are on the table.

Additionally, Hired.com stands out because of the company’s vetting system. Not just anyone can sign up for these in-demand positions. In this manner, recruiters can spend far less time in the weeding out process and far more time on the attracting part of recruiting. So much of a recruiter’s time is spent vetting candidates, this is a huge resource saver to have that step taken care of completely. So, theoretically, what companies are saving on eliminating traditional recruiting processes can be put toward offering more appealing benefits and salaries to these highly-skilled workers.

Again, this isn’t for everyone, but the idea is pretty appealing. Hired has the bar risen pretty high for both companies and candidates, but this type of recruiting could have great applications in other industries.

Imagine if recruiting could be less about steering clear of unqualified candidates and more about attracting the qualified ones by implementing processes like Hired.com has nailed. Until this recruiting utopia software has been developed, recruiters can dream and rely on ever-evolving ATSs.