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Avoiding Pitfalls of IT Recruiting

Aug 05 , 2016
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An effective IT recruiter will balance technology with personal contact.


If we're being truthful, there are ways IT recruiting can go wrong. Not all recruiters are equally effective. It's important to be aware of the possible pitfalls of IT recruiting so that you can avoid them or deal with them effectively when they do arise.

Role Confusion or Duplication

When you contract with a recruiter to handle some aspects of your IT hiring process, it can sometimes lead to duplication of efforts - or worse, gaps in hiring efforts. The way to solve these problems is by clearly communicating with the recruiter or recruiting team so that everyone involved knows what they are supposed to handle. Periodic check-ins will ensure follow-through and provide opportunities to assess the process.

Focusing on Only One Source (like ATS software)

Sure, ATS software will screen IT resumes and take some of the guesswork out of which candidates meet the requirements for the position, but ATS software is also famous for screening out some qualified candidates that didn't format correctly or made other small errors in their resumes. Using a variety of methods to source candidates (like talent networks, social media, and ATS) will give a more well-rounded group of candidates while still narrowing the candidates to a manageable number.

Removing the Personal Touch

When IT recruiting becomes a sterile, clinical process of computer screening and electronic communication, the recruiting process loses some of its effectiveness. Qualities like cultural fit, likeability, and other soft skills are difficult to measure when personal communication isn't part of the picture. When recruiters get to know candidates and interact with them, the IT recruiting process is enhanced and companies ultimately end up with better candidates.

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Finding quality IT candidates is the end goal of recruiting efforts.


Undersourcing and Oversourcing

Both under-and oversourcing can happen when recruiters aren't sourcing properly. It's best to use a variety of sources while putting reasonable time limits (several weeks) on the search. Undersourcing can occur when recruiters haven't developed talent networks or when jobs require very specialized skills. Oversourcing can occur when jobs are posted on multiple large job database sites and may even result in a large number of duplicate applications.

It's best to strike a balance between dozens of qualified candidates and none, which can be done by planning fewer postings at first and adding more if the response is lackluster.

It Starts and Ends with Communication

Recruiters are not mind readers, so communicating expectations, questions, and concerns throughout the process is important. Good IT recruiters will be responsive to concerns and feedback at any stage of the recruiting process, and it may be necessary to adjust your way of doing things or to ask the recruiter to adjust theirs to make things work in the best possible way for everyone.

With positive communication, it is possible to avoid the pitfalls that can happen with IT recruiting and make good use of recruiting services to find the quality candidates your business needs. GDH Consulting offers recruiting with a personal touch as well as access to our talent network and other sources for great IT employees. Contact us to see what we can do to improve your IT recruiting process.