Recruiting top quality IT staff can be a challenge.
Despite the number of resumes received on many job listings, it can still be difficult to find qualified candidates for many IT jobs requiring a specialized skill set or a certain level of experience. Recruiters want to attract the best candidates possible for open positions, and in most IT departments, they need the position filled yesterday.
It's easy for recruiters and hiring managers to get stuck between the demands of IT management and those of the candidates they recruit. Here are some tips for finding the candidates that will make their bosses and colleagues happy and avoiding the ones that won't.
1. Build a Profile
A profile is different from a job description, although the two are related. A profile emphasizes character traits and personal qualities over skills needed for the job. Skills are important, but character qualities like collaborating well with others and being able to learn new information quickly are just as important to whether a candidate can do the job well.
2. Nail Down the Job Description
Make sure you know everything you can about the job description and what the IT department is looking for, including information about the team's dynamics in addition to skills expected. It's worthwhile to spend extra time asking questions and getting confirmation that you have the job description correct before you start publicizing it.
3. Put Yourself in Job Seekers' Shoes
As you create the description that will be made public, sell the opportunity by stepping into the job seeker's shoes and focusing on what's in it for them. This approach will resonate with candidates looking for a job that will help them meet their personal goals as well as making the opportunity look attractive, yet still accurate.
Finding top talent is the goal of IT recruiters and hiring managers.
4. Be a Good Teacher
Instead of letting yourself get stuck between a rock (the IT department) and a hard place (candidates with high expectations), Ed Muzio from Monster.com says to use your position to share your knowledge with both candidates and IT managers so they have more realistic expectations. IT managers may need to fill positions now, but you can explain that taking more time to find the right people will save lots of time in the future compared to hiring quickly but poorly and having to repeat the process multiple times. Candidates may want high salaries and great benefits, but you can gently inform them about the going rates for the jobs they seek.
5. Introduce Strong Candidates to Strong Employees
Let top choices meet other strong employees during the interview process so they can assess the team and the management skills that built it. Strong candidates are looking for good leaders who can mentor them and help them grow beyond their current level.
6. Test each part of the offer before making it official.
Lou Adler from Inc.com suggests asking questions like "Would you consider an offer if we could put together a package that makes sense?" or "How does this position compare to others you are considering?" Ensuring that your offer will be accepted saves time in having to start the process over with someone else.
GDH Consulting offers help to hiring managers struggling to find the right employees for their open positions. Contact us today to see how we can find great people with our proven methods and networks.