Recruitment of engineers who have continued to fierce in recent years.While it is very difficult to hire full -time engineers, it has been attracting attention to freelance engineers in project units and spots.
What are the benefits of using freelance engineers?Is there a difference when comparing with regular employees?Also, how do you recruit freelance engineers?
This time, we talked to Mr. Miyazaki, the representative of Potepan Co., Ltd., which provides a platform "Quick Agent", which allows freelance engineers to adopt them all at once.
Here are some of the know -how in using freelance engineers.
[Person introduction] Miyazaki Daichi | Representative Director of Potepan Co., Ltd.
2012年にエンジニア専門の人材紹介会社にCAとして入社。フリーランスエンジニア領域を主に担当し、トップセールスとして活躍。エンジニアの総数の少なさに限界を感じ、教育機関と連携した新しいエンジニア輩出に可能性を見出し2013年に独立。2014年に株式会社ポテパンを設立し、これまでに8,000名以上のフリーランスエンジニアの案件獲得サポートと1,000名以上のプログラミング未経験者向けに研修を実施し多数のエンジニアを輩出。エンジニアリソースシェアの最適化とエンジニア輩出に特化して事業を展開する事で、日本のIT成長に貢献したいと考えている。table of contents
「エンジニア採用に困った」を一括募集でスピード解決！クイックエージェントはWEB上ですばやく簡単にフリーランスエンジニアを一括募集できるサービスです。希望条件の記入からエージェントとのやりとりまですべてクイックエージェントで完結できるから、効率的かつスピーディな人材確保が可能です。-There are you all today.First of all, I would like to ask you about the recent engine recruitment market that Mr. Miyazaki feels.
Mr. Miyazaki: It was originally said that recruitment of engineers was a tendency to struggle, but in recent years I feel that it has become more difficult to adopt a regular employee engineer.
In particular, the number of companies that have a corona is increasing, such as "I have to switch to remotely" and "I have to do all work online".
Regardless of the industry, it is urgently needed to respond to changes in customer needs due to the effects of Corona, and more companies are needing engineers to develop and renovate services.
This is not limited to startups and SMEs.Rather, many major companies say that there are not enough engineers.
-What kind of methods do each company try to secure engineer resources as regular employees are difficult to hire engineers?
Mr. Miyazaki: In Japan as a whole, the number of engineers has not increased rapidly, so the valid job openings ratio is rising year by year.Therefore, it is becoming more difficult to recruit regular employees than ever.
Even if you use agents, there are situations where small and medium -sized businesses cannot meet well with good human resources.
This is because the introduction of excellent engineers is concentrated on such large -scale companies, which has a large development environment and development scale that can present many referral fees, and small and medium -sized enterprises are difficult to introduce good human resources.
Under these circumstances, attention has been focused on the more flexible "freelance engineer recruiting market".
Mr. Miyazaki: Freelance engineers, which can be used in spots for a limited time, are adopted for a short -term resource unlike regular employees.
Many companies are hired as members of the project for a certain period of time, and when the project ends, they use them to move to the next project.
We also provide "Quick Agent", which supports freelance engineers, but many companies, such as "there is an urgent development task, but there are no engineers who can respond."I realize that demand is definitely increasing because there are issues on the shortage.
Recently, there may be some consultations such as "I want you to introduce engineers" from a highly recognized listed company.
-Is there any difference in how to adopt regular employees and freelance engineers?
Mr. Miyazaki: One of the features of freelance engineers is that they have a short period of recruitment.Compared to regular employees, the number of selections is smaller, and in some cases it is determined in 2-3 days.
Because you do not have to hire from a long -term perspective, there are many cases where you do not spend much time to determine the culture fit and identification, and to recruit with a sense of speed to secure short -term development resources.。
If you hire as a regular employee, you cannot easily quit.
Considering that the culture does not fit or the resource suddenly remains when the project ends, some companies may feel the risk of hiring engineers as regular employees.
Even if you have an attractive background and think that this person is definitely active, there are many cases where you do not work as you think if you actually join the company.
In that regard, freelancers are outsourced contracts for the period, so you can see some severe results.
The engineer is also a form that undertakes a job as a "professional", so if you can not play an active part, you will be recognized that the contract will end there.
In this way, the point that companies can check the skills of engineers and choose whether they have a contract renewal is the goodness of hiring engineers freelance.
The engineer can also renew the contract after confirming that "this company can play an active part", so it may be a Win-win style style for both sides that suit the present era.
-I think that many companies have not been able to adopt freelance engineers well.Is there any reason?
Mr. Miyazaki: As a result of the quick selection, I think that the most often did not see the person who actually worked in -house.
The recruitment speed of freelancers is very fast, so if the selection is performed multiple times, there are cases where another company decides in the meantime, and it is often the case that one interview alone is decided.
Among them, if you are impatient and hired, it tends to be that "it did not fit much as a result."
If you adopt human resources that do not suit your company, communication may not work, and the development speed will be slow, and your internal team system will collapse.
Even though it is a hurry adoption, the "communication feeling of communication" is a part that you want to check at least.
Mr. Miyazaki: In addition, I think that there are still many cases where "I have never adopted a freelance engineer" in the first place.
I often hear voices such as "I have to be a full -time employee," "Freelance seems to be strange," "Freelance is a little expensive."
However, as a matter of fact, there are cases where regular employees cannot be hired, and they have to consider freelance recruitment in the end.
Then, the time loss during the period that could not be adopted until then was wasteful.During that time, development progress may be slow.
From now on, I think that it is definitely better to use a freelance engineer in mind and proceed with the recruitment of engineers at the same time.
-Is there a point to hire a freelance engineer that seems to be active in your company?
Mr. Miyazaki: First of all, the important thing is to form a population.
The cause of the adoption of a freelance engineer and failing is "in a hurry", as mentioned earlier.
As a result, it is very important to form a large population in order to avoid the case where it is inadequate and adopted.
For example, if one engineer has applied for the number of applicants, you will fall into a situation where you have to recruit even if you feel that communication is subtle.
This is often the case that you know that you have some skills, the more you recruit communication.
Of course, there are some parts that can not be helped because it is a recruitment that seeks the skills as an immediate force, but what if the number of applicants is 10?
As the number of comparisons increases, there is no choice and it will be possible to check the person as well as hiring regular employees.
-When do you want to work freelance, what parts of the company do you see?
Miyazaki: The conditions are still very important.There are many people who have a salary, and decide whether to participate under detailed conditions such as "whether you can lend a personal computer" or "whether you can do it remotely".
There are quite a few engineers who say, "If you have 10 companies, you can get 10 companies," so in such cases, most of them are determined by the difference in detailed conditions.
However, there is also a speed and timing part, so there is a possibility that companies with weak recruitment will be able to match well.
Mr. Miyazaki: Since freelance is a short -term product, it is also a good point for the company that it does not emphasize the name brand and development environment of the company itself rather than hiring regular employees.
By the way, the salary range of engineers is mostly considered on a market.
If other companies are paying more than the average, it is highly likely that they will go to the company, so it seems like they will compete with the competition in the form of checking the average salary in the market.After that, it depends on the difficulty of the project.
Many people are concerned that freelancers are highly salaried, but if you adopt cheap people with insufficient skills on the spot, there will be an adverse effect on subsequent service development and efficiency.It can get worse and the service may lose the competition.
If you can hire good people firmly, the growth rate of the service will be several times different, so it is desirable to adopt a good person who thinks firmly as an investment instead of just a short -term unit price.Yes.
-Is there a difference between the management method of regular employee engineers and freelance engineers?
Mr. Miyazaki: The management method is basically the same for both regular employees and freelancers.
There are quite a few companies that are already mixed with regular employees and freelancers, and companies that form a team alone in the first place, and it seems that there is no big difference in management.
In addition, there are cases where communication and culture matches are arranged with each other while having excellent freelancers work, and later hired as regular employees.
In some cases, a freelance contract has been hired as a CTO as a CTO.
It is also important to have a freelancer participate once in order to hire full -time human resources who are full -time employees.
In some cases, you can hire excellent human resources that you cannot meet with normal recruitment, so I think that whether or not such movements are being taken will make a difference in corporate growth.
-When this is, your company also provides a "Quick Agent" that supports freelance engineers. Please tell us what kind of service and details it is.
Mr. Miyazaki: "Quick Agent" is a service that allows you to request recruitment by multiple agents introducing freelance engineers at once.
Mr. Miyazaki: The service that specializes in freelance engineers is about our company, and is currently being used by more than 100 human resources agents nationwide.
Engineers are a job with high recruitment needs, so if you go to the market, you will decide your employment.
Therefore, in order to make efficient recruitment with a sense of speed even in the high degree of urgency, it is very important to connect multiple agents in advance with engineers.
In many cases, it is difficult to introduce it if it is only one agent company, but just registering on this platform can easily connect with multiple agents, and even small and medium -sized enterprises can create a large population.It is a feature.
-How many engineers will be introduced?
Mr. Miyazaki: Currently, more than 100 agents are used, and there are many talent pools among agents, so it is possible to approach hundreds of thousands of candidates in bulk.
We also have a database of about 8,000 people on its own, so you can expect a fairly large population for the whole.
The recruitment of dozens of engineers may actually come from the start of recruitment, and it is known that the database has many active engineers.
I think that it is the only service that allows you to immediately choose good people from many candidates for highly urgent recruitment, and that is also very popular.
-What is the cost of hiring companies?
Mr. Miyazaki: It is free for recruiting companies to use the quick agent platform itself.
When the recruitment is decided, you will be able to pay a recruitment fee to the personnel introduction agent, but you can use the cost -matched engineer from the many candidates.
In addition, since the agent knows that it is a speed game until adoption, most cases are stuck on a quick agent so that you can immediately propose an engineer.
In a large project, more than 100 recruitment is gathered in two weeks, and we strive to use UI/UX that can easily manage candidate, interviews, and contract management within the service.
Mr. Miyazaki: Because it is a service that allows engineers to hire without spending time, it is packed with a function that allows you to end all steps from recruitment to registration with a sense of speed.
In addition, we can simply interact with agents by chatting.
You can exchange the schedule directly by chatting with the agent, but there are also tools that are easy to adjust the schedule.
At this time, it may be troublesome to contact all agents at once, so the Quick Agent will only chat with agents who have requested an interview.
Mr. Miyazaki: As a hiring company, it is a good story to chat with agents who introduce good human resources.
Some recruiters can use a variety of services, resulting in a lot of man -hours, but quick agents can as little as time -on -time costs.
There is no need to send many scouts every day.That is the strength, which is the point I want you to try.
In addition, it is possible to create a minimum number of items that are easy to enter in the creation of a job posting.
If the number of job openings is large and it is difficult to input, if you share the recruitment posted in Wantedly or Green, you can create it on our side, so the number of man -hours and effort of recruiter will not be really inconated. I think.
Miyazaki: As a result,
In cases such as, the number of cases of joy has been increasing, saying, "I was able to adopt a highly urgent position in a hurry."
It is quite difficult to recruit dozens of regular employees, but it is possible to adopt freelance engineers as outsourcing.
If you are having trouble hiring engineers, please try Quick Agent first.
Mr. Miyazaki: I think that the number of urgent tasks in each company is increasing due to the spread of the new colon virus.
And I feel that service development and additional functions are being born more and more to meet the needs.
Quick agents can solve the recruitment issues caused by this demand at an overwhelming speed.When securing engineer resources, please try using a quick agent.
I would be glad if I could help many Japanese companies in the future to improve the growth of many companies in Japan, and to help create a service product that can get gold medals around the world, like Olympic athletes. I am thinking.
[Sponsored | Potepan Co., Ltd.]
「エンジニア採用に困った」を一括募集でスピード解決！クイックエージェントはWEB上ですばやく簡単にフリーランスエンジニアを一括募集できるサービスです。希望条件の記入からエージェントとのやりとりまですべてクイックエージェントで完結できるから、効率的かつスピーディな人材確保が可能です。HR Note Mail Magazine distributes interview articles and seminar information that can easily understand from the latest NEWS to other companies that can be used right now, such as cases and service release information about personnel/HR, as content.
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