Tuesday, May 12 2015

Be Quick or Be Dead When Recruiting IT Pros

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quick or dead it pros

Given the shortage of qualified IT candidates and the comparable wealth of open positions, many tech contractors find themselves moving quickly from one project to the next. A 2013 survey found that 32 percent of these IT and engineering specialists receive their next offer within two weeks of completing a project, while 84 percent received an offer for their next job or project within three months.

When searching for your next IT candidate, then, it’s important to remember that time is of the essence. While you should certainly never rush into a decision, hiring managers in the tech industry simply don’t have the leisure of others in less-competitive fields. You’re never going to find the perfect candidate (or, if you do, consider yourself very lucky), but there three things you can do to help narrow it down to your best possible option.

Shorten Your List of Desired Skills

If you’re searching for an IT candidate, there’s likely a very long list of skills that you’d like interviewees to possess. This long list can hurt you in several ways, however. On one hand, very qualified candidates are likely to skip over your job posting if they find that they lack two or three (or more) of your desired skills. Even if they’d do the job admirably, you may never even see their resume because of an over-ambitious job description. On the other hand, you may fail to consider talented candidates because they don’t perfectly align with your ideals.

To counteract these negative effects, you should narrow down your list of desired skills to three or four key competencies. This ultra-focused list will help you define your expectations and hone in on the skills that matter most for the position. You won’t be disappointed when each candidate falls short of the “dream candidate,” and they’ll be more likely to apply to a reasonable description.

Plan & Prioritize

An unorganized review can cause you to miss out on important aspects of a candidate’s qualifications or character, or it can result in a biased, subjective perception that can harm you and your company in the long run. Develop an objective, consistent system for gauging each interview. For instance, you can refer back to your list of desired skills and rate each candidate on their abilities in relation to your requirements. Based on the importance and priority of each skill, you can objectively choose the right person for the job based on your metric system.

Evaluate Your Needs & What You Can Offer

While it would be nice to have that Ivy League-educated, highly experienced engineer, those may not be the needs of your company, and you may not be able to pay the salary that caliber of candidate would require. Be fair to your interviewees and your company, and honestly evaluate your needs for each position. Do you need a full-time IT worker, or would a contractor better suit your needs? This will help you adjust the job description and accurately articulate the details of the position to each candidate.

IT and engineering specialists often command high salaries, so look into the market value of the position and offer something in a similar range. If you offer too low, it’s unlikely that you’ll attract a qualified candidate, while aiming too high may put a financial strain on your company. IT workers know what their skills are worth, so make sure your number is accurate if you want to attract talent to your business.

These three tips will help you seize the moment while you’re searching for the right IT candidate. If you make your job description concise and realistic, prioritize your interview to get an accurate picture of each interviewee, and create a sensible, attractive salary offering once you’ve chosen a candidate, you increase your likelihood of selecting the best person in a timely manner.LookingForTalentedDevelopers