Technology Recruiter Unveils Secrets to Candidate Assessments

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Technology Recruiter Ron Nieman shares secrets of identifying the most productive, high-performance candidates who will deliver the most value.

Hiring productive executives is always a critical exercise regardless of the economy or financial state of a business.

Looking back over the past 30 years, it’s hard to comprehend the many advances in technology. The use of technology in business has been even more remarkable and growth in the technology sector is forecast to continue. But according to technology executive recruiter Ron Nieman, President of Sanford Rose Associates Dallas North, the perception of many companies is that assessing a person’s aptitude and experience in the field goes far enough toward assuring a good hiring outcome. “In many ways, it’s been easy to disguise performance or the lack thereof in a resume. To be successful in providing a complete and accurate assessment of a candidate’s strength and potential, there are several additional dimensions that must be evaluated,” Nieman says. “In times of constant change companies must make adjustments. Having managers who can alter strategies and lead others to have confidence through the process requires strong leadership from managers who can produce results. My search practice is busier than ever identifying top-notch candidates to present to clients who can’t afford to waste their time with candidates that they can find on the internet.”

Nieman believes most important to a successful search mission is a thorough understanding of his clients operations, the specific requirements of the position to be filled and the corporate environment and management style into which the new employee will be placed. “Using a proprietary process called Dimensional Search®, we determine the skills, experiences and personal characteristics necessary to be successful in the position. With this unique process we are able to better identify, assess and qualify excellent candidate-to-position matches,” said Nieman. “Also, consider why it might be a good idea to have a Social Media Audit done for your next new hire. These audits screen for a handful of things that you would more than likely want to know before making a hiring decision. The bottom line is that these kinds of services provide information that is valuable and actually makes a lot of sense in providing another data point for evaluating candidates.

Elements of the Dimensional Search process that can help determine a match and long-term performance are “technical” requirements, (such as education, relevant industry experience and managerial experience with the candidate’s relevant background and experience); cultural fit of the company with the candidate’s experience and success in similar cultures and/or his likely adaptability to the company’s culture; the expectations of both parties must be in alignment (such as title, compensation, relocation, amount of travel, etc); the chemistry between the candidate and hiring manager; and how “translatable” the candidate’s experiences and capabilities are to the company’s expectations with respect to responsibilities and major projects. “Finding alignment in all areas is a strong indication of a person’s ability to succeed and make a difference” according to Nieman.

Nieman spent 25 years in executive management roles domestically and internationally. Nieman, the firm’s Principal has over 30 years experience in recruiting, building and managing executive leadership teams for early-stage to midsize technology companies around the globe. He has worked and lived overseas and has a keen understanding of the evolving technology market and the importance of hiring strong leadership for success. Understanding the dynamics in the job market coupled with our strong domain knowledge provides our clients with a powerful resource to help them attract and retain talent.

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Ron Nieman
Sanford Rose Associates Dallas North
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