How to turn off top IT recruits.
Intelligent, confident, unique, and in high demand, IT pros and their quirky personalities provide their own specialized set of recruiting challenges. A savvy courting ritual is key to attracting a lasting addition to your company, and just like visiting a foreign culture, sometimes knowing what not to do is the best way to learn the ropes.
10 hiring mistakes non-IT recruiters make
- Assuming you’re in control. As you may have realized, hire-worthy tech and IT talent are hard to come by — that puts them in the driver’s seat. Of course, this doesn’t mean letting them walk all over you. Just be aware that you have competition, and your recruits have lots of tasty options.
- Sluggish hiring practices. Think of technology candidates as front row seats to a Bruce Springsteen concert — they’re not going be on the market long. Stretching the hiring process out over months usually sends a signal that you’re not interested, and with so many doors opening every day, IT pros are quick to move on if you take too long.
- Turning down rookies. Look beyond the resume and try to access the potential a candidate might have. Programmers are often quick studies: they can learn new skills and code-languages, and as you might have been fortunate enough to experience firsthand, there are some real whiz kids out there.
- Off-putting job descriptions. Top tech recruits are kind of like a cynical teenage music fan: their B.S. meter is sensitive and decisive. Stay away from cliché adjectives like “superstar” and “Jedi” that suggest you’re making a general assumption about tech professionals’ personalities. Instead, simply stay on point and compose an intelligent, direct job description, including the benefits and perks.
- Not testing. If there’s one commonality among IT pros, it just might be the love of showing what they’ve got. So don’t be afraid to put them to test; after all, it’s a significantly greater investment than test-driving a car! Give them a sample assignment or problem, allowing them to demonstrate necessary coding, networking, and other skills.
- Posting to general job boards. This goes back to the in-demand element — when you’re flooded with ritzy opportunities, why shop at a discount store? Outside-of-the-box thinkers are attracted by unconventional approaches; for example, a flash drive with a job description on it sent to their home. If a creative approach isn’t an option, stick to more IT-specific job boards.
- Thinking locally. Unless being on-site is absolutely essential to the position, expand your search beyond your city. IT pros are usually adept at communicating remotely, and, of course, they can quickly troubleshoot and solve any video conferencing issues that might arise.
- Underpaying. It’s simple economics. When the supply is low and demand high, rates go up, up, up. If you just don’t have the budget, consider #3 from this list.
- Neglecting what matters most. Bringing recruits in on your mission and what their role will be in accomplishing company goals is a first step in establishing your respect for their position, and showing how much they’ll be valued by your team.
- Forcing a square peg into a round hole. Every company has a different collective personality. If your environment is youthful and hip, then a more conservative, older-minded candidate might cause more conflict that resolution.
Hire an IT ambassador
If finding the right IT talent feels intimidating, rest assured you’re not alone. Consultis has been courting this tricky candidate since 1984 — not only do we speak their language, we love the industry. If you’re thinking of trekking into the land of IT and Tech professionals, contact us today to find out how we can help find your perfect IT match.