How to Make Your First IoT Hire - Your Career Intel

How to Make Your First IoT Hire - Your Career IntelFrom smart cars to smart homes, the Internet of Things (IoT) is increasingly embedded in our personal lives. Companies are scrambling to keep up with the rapid pace of IoT development and adapt their hiring process to recruit and retain specialized tech experts.From smart cars to smart homes, the Internet of Things (IoT) is increasingly embedded in our personal lives. Companies are scrambling to keep up with the rapid pace of IoT development and adapt their hiring process to recruit and retain specialized tech experts.Sourcing talent for complex positions like 3D printing can be difficult. Theres a limited talent pool with the desired skill set. Adding to the challenge the creation of new positions, like Chief Internet of Things Officer (CIoIoT) and IoT Business Designer, which some companies arent quite sure how to fill.As Lucas Groups Managing lebensgefhrte for IT recruitment in Cincinnati, Ive recently worked with several companie s that are just beginning to build out their IoT capabilities. Making the right first hire is critical and a business as usual approach to recruitment wouldnt get the job done. Thats why I follow a consultative approach to recruitment that assesses the companys needs and marketplace opportunities before tapping into a large, passive network to identify that ideal first hire.These best practices can help shape your companys IoT recruitment process1. Understand your internal needs. Your first IoT hire sets the tone for future program development. This hire will bedrngnis only be responsible for managing day-to-day tasks but also establishing company-wide best practices. Strong technical skills are just one piece of the puzzle. Leadership excellence matters, too. When I recruit a companys first IoT hire, I start by sitting down with the hiring manager and making a list of the new hires responsibilities and duties. Oftentimes we find that the job description is overlooking critical lead ership and interpersonal skills. By refining the job description, we can narrow our focus on the right candidates.2. Proactively address candidate concerns. If your company is building out its IoT program from scratch, candidates may be unsure what to expect. Existing institutional barriers to change could make it difficult to build a new program and impact their ability to succeed in this new role. Assuage their concerns by framing this as a unique opportunity for them to put a personal mark on the program. Emphasize your companys commitment to providing them with the necessary resources and autonomy for success.3. Be realistic about the market. At the moment, Cincinnati is very much a job seekers market and job seekers know their value. They expect to receive multiple competitive offers and are unlikely to consider any offer below the industry standard. This is especially true for IoT-related roles where talent is in-demand and hard to find. How does your proposed compensation pac kage compare with the competition? While a competitive offer may be enough to get your foot in the door, you still need to deliver the full package, including professional development and advancement opportunities.4. Work with a recruiter to ask the tough questions.In a tight talent marketplace, companies are cautious about asking direct questions regarding salary and relocation. One problem that Cincinnati-based companies occasionally face is a candidates perceived willingness to relocate. Ive found that some candidates will say theyre open to relocating but ultimately get cold feet once the offer is on the table. A recruiter can ask tough questions about compensation expectations and relocation willingness, including the impact a move might have on a candidates family, that a hiring manager cant ask.If youre struggling to source IoT talent, a recruiter can help identify opportunities to enhance your current hiring process. We deliver the right candidate in the right salary range w ho is genuinely interested in the position and excited to build a new program from the ground up. For more information on recruitment best practices, visit https//www.lucasgroup.com/executive-recruiting/it-recruiting/.