With the growing need for innovative technologies in everyday life, let alone in business, you’ll quickly discover that the IT industry is not only booming but extremely competitive. The fact that the industry is growing is good news for businesses – but it can mean that competition for the best and brightest talent is fierce. In some cases, there are more jobs than available recruits and this puts the power into the hands of jobseekers.
This post will explore some of the challenges and issues to overcome when it comes to recruiting, where you’re a big IT company or recruiting for an IT startup. Read on to find out more and if you want to delve even deeper into IT Recruitment then check out our latest eBook here.
Forgetting what sort of company you are
For a tech-driven industry, it would seem foolish to not harness technology in all aspects of the business, including recruitment. Sometimes companies fail to appreciate that the skills and talents that underpin their core business offering can be applied to recruiting in the most effective way possible.
Candidates might also judge you on ‘first IT impressions’ too. Broken web links, poorly designed adverts, ill judged social media posts and a generally sub-standard user experience won’t paint you in a great light.
With the job description, you’ll want to be clear, concise and convincing. If candidates are weighing up different roles in a competitive field, you don’t want them to be put off. You should give a description of the company, showcasing why a candidate would want to come and work with you. You’ll need to showcase the best version of your company, but be transparent so that your candidates are clear before they apply.
One of the biggest challenges faced when recruiting for IT businesses, especially in larger companies, is the lack of internal communication during the hiring process. Given the wide range of roles that fall under the IT umbrella it’s important to hire the right people with the right skills for the specific projects you need to deliver.
People in different teams might well need to work together to determine what’s required and it’s vital that the question ‘what do we need?’ is asked and answered.
Top tip: Sometimes there’s just not the time or resources available for teams to collaborate when recruiting. If you’re using tools, you can share details of talent pools with different teams who can assess and make suggestions for the best candidate without having to attend endless meetings. This will save time without compromising the quality of hire.
The industry is changing and fast
Working in the IT industry puts you right at the front line when it comes to fast paced technological change. That does, however, create challenges. Whether it’s blockchain, AI, VR or just the latest cyber security software, you need to be able to recruit people who can add skills to your existing workforce and can adapt and update their own skills to suit changing times. By only focussing on the technology of the here and now you’ll risk being overtaken by new developments – it’s better to find people who can discover, learn and master new techniques as you go. Flexibility is key for this.
You may want to consider offering the position out to candidates who may not have the full set of skills required, but who has the potential to reach the required level. Consider an extended probation period so that you can test whether or not the move is right for both parties.
Top tip: Look at your current employee structure to discover what you’re good at and what you need to work on. From this, you’ll be able to see where you need more resources. If you have good functionality but your sales are lacking, hire sales support to improve your overall process.
It’s clear that you have to move fast when recruiting to keep up with the demands and the developments of the IT industry.
Here are some key takeaways to remember to ensure success in IT recruitment.
- Recruiting for IT has similar challenges to hiring in most industries but these are exacerbated by the scramble for the best talent. It’s demanding, tough, but achievable if you’re well planned and prepared.
- Make sure your advertisements have relevant working links and your website looks professional. The candidates are experts, they’ll notice and be turned off if something isn’t quite right.
- Consider upskilling and training candidates who have potential. Look for talented people, not just people who tick the right tech boxes on their existing CV.