I am in so many CTO and VPE conversations about the struggles of hiring. Especially in 2022. I think it’s a good thing to share our struggles and to lean on each other for support.

What I don’t think is a great idea is to half ass your #wearehiring posts to social and business networks. It’s like standing under a mud shower dressed in your nice shirt before you head out for drinks with your friends. Your friends love you and all, and they do want to hang with you, but you don’t look great and you should probably stay home.

Consider that the people you really want to have join your company are most likely not looking for jobs! So you may need to shine a light in the darkness so that they at least know who you are and what you stand for.

It baffles my mind that as CTOs or hiring managers, we oursource the recruiting of arguably the most important people in our company to people who don’t understand technology. We write job description which should be burned on the stake. Can we have all job descriptions burned in massive global ceremony?

Have you looked closely at a job description lately? It’s a lame paragraph using the most uninspiring language on the planet followed by an even more uninspiring list of requirements that you need the candidate to fulfill or work on. Seriously?

The hiring problem isn’t the fact that candidates want more compensation for less. The hiring problem is that the demand on our leadership has increased and we’re not stepping up to the microphone.

Yours truly

So, instead of lazy sharing a post from someone in your company captioned with “Come join our team” why not consider the following four steps. It will be a game changer and you’ll look great!

1. What problem do you solve and for who?

As leaders we are so deeply intertwined with our mission, customer profile and product development that we forget that candidates just don’t know what we do. But when we do describe what it is we do, we then leave out why we do it.

We are story tellers. We love telling them and we love hearing them. Tell the story of why you’re at the company spending your most precious commodity on solving that company’s needs. When you do this, your candidate will be drawn in and start to see what problem you solve and who you solve it for.

2. What are some of the technical problems that you’re solving?

There is no better way to tell a story than to create intrigue. Have you ever yelled out what’s 12 times 5! Even now, as you’re reading this, I just hacked your brain to solve that problem.

Sharing some of the technical challenges you’re facing hacks your candidate’s brain. They get to start thinking about how they would go about solving the problem. But even better, they get to see themselves in the challenges you face.

You want them leaving with, “I know I can help them”, or “I’ve done this many times before”, “I definitely want to work on those types of challenges”.

3. Why are these problem hard to solve?

If you followed step 2, then this step is like pouring gas on the fire. You’re talking to a problem solver, show them that you know why this is a hard problem to solve and you’ll earn their respect before you’ve even talked to them.

This requires that YOU understand why these are hard problems to solve. *ahem*. How’s that lazy job search going for you now? This requires that you put yourself into this search for amazing problem solvers.

4. What does it take to be successful in your team?

Once you’ve drawn potential candidates in, it’s time to show them how your culture works. Once they see themselves inside joining you in solving hard technical challenges, it’s time to show them how to be successful inside the teams that they will be joining.

It is impossible to do this if you don’t have a technology vision laid out with principles as the pillars to your engineering culture. I love the P6 method over at 7CTOs which should get you going with defining your culture. You could also take a look at the Agile Manifesto and it’s 12 principles.

In conclusion I want to point you to my good friend Agustin Lebron‘s video on your company’s “third story”. In short, what is the story you want to tell your employees?

Agustin Lebron on telling the third story.

Four simple questions that could help you stand head and shoulders above the thousands of other companies that look just like your “we are hiring” post on social media.

You got this!