In the process of recruiting for IT positions, psychology can be a useful tool. There are several points in the recruiting process that can be improved by using psychology to better understand and make decisions about how to present job opportunities and what to look for when hiring.
It's important to get some idea of how a job description will be perceived before you post it in the various channels you use. According to network marketer Sonia Stringer, the recruiting process should appeal to the emotions and not just logic. Stringer says that 80% of decisions about jobs are made with emotion.
People consider what their friends and families will think, whether they think the job will be interesting or satisfying, and whether they will be able to get what they want from it, i.e. salary or useful experience they can apply toward future opportunites. Men and women are equal in deciding primarily based on emotion.
Recruiters and hiring managers must keep in mind that they will need to appeal to candidates' emotions as well as logic to attract the best possible workers to their open positions. If candidates think a job will cause them pain (physical, mental, or social), they will be less inclined to accept the position.
Body language can tell a lot about the psychological makeup of a candidate.
Knowing how to tell which candidate will be a good hire is another aspect of the hiring process in which psyhology is useful. Sometimes it's easy to eliminate someone from consideration; they ask inappropriate questions, show a lack of boundaries, or appear overwhelmingly negative during the interview process. Other times, the clues are much more subtle.
Interview questions can be designed to show both that candidates possess the skills and experience needed for the position and that they also fit within the culture of the company. Considering what the company values are prior to hiring will help those in the hiring process to determine whether a candidate will be a good fit.
For instance, a company that values taking appropriate risks to achieve goals will want to include questions about taking risks in their interviews to encourage candidates to share their relevant experiences in the workplace and how that has helped their career development. Characteristics like teamwork, leadership skills, and working until the job is done can also be discerned through carefully selected interview questions.
Other ways to assess candidates include personality tests and asking for a work sample, which can allow the interviewer to observe how a candidate works and the process they use. Psychology can also be used to analyze body language during the interview process.
GDH Consulting provides recruiting services to find and identify the best possible candidates for open IT positions. Contact us today to see how we can help you.