Finding candidates with the specific technical expertise we need has been a major challenge. How do you effectively attract and hire talent for highly specialized technical roles that are critical to your projects?

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Vague ask, but here’s a viewpoint.

Stop looking for the exact fit. 20 JD bullets with most name dropping vendor products is not ‘highly specialized’ and a candidate getting 19/20 is a fail. All because knowledge is in a competing product to the one your organization bought.

A majority of in-house recruiters have no idea what they are looking at so it becomes a name match game. Upskill them.

It’s you, not the candidates.

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You let people who actually know what the job entails do the recruiting. I’m a controls engineer and I get clueless recruiters in my LinkedIn dm’s every day who think that I am a plc programmer when I actually am a design engineer (I even have my PE, which should be a dead give away). Most recruiters don’t take the time to understand what they are recruiting for.

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