While the rate of IT hires isn’t quite as booming as it was a few years back, there is still steady growth in the field. A healthy 24% of the respondents to Computerworld’s 2015 Forecast survey showed that companies “plan to add more IT employees in the year ahead. While down from 32% and 33% in the previous two years, the fact that a number of employers still anticipate growth indicates that the prospects for expansion in the IT ranks are good.”
IT is a critical area in any business. So of course it follows that companies want to take the IT hiring process seriously. Recruiters sift through applications, trying to find the perfect and rare balance of education, experience, skill, and cultural fit.
Always Be On The Lookout
Some companies only begin looking for candidates when one of their employees splits (or hopefully, gives two weeks notice). But the much wiser option is to be continually recruiting. Employees don’t typically admit when they are considering other jobs, so it’s best for companies to always be on their toes. Of course you don’t have to have replacements lined up at all times, but having a stack of quality resumes or a few friendly LinkedIn connections can’t hurt. This preparedness will ensure less stress and a smoother transition between IT employees.
Separate Reality From Fiction
According to CIOInsight, “63% of IT pros and 77% of IT leaders say resumes contain exaggerations.” A candidate may have good intentions, but a lack of experience, education, or valid references could be standing between them and your open position. So don’t just ask basic questions – get them to demonstrate their skills.
Some companies have begun adopting group interviews, where candidates can be observed in a more natural setting. Another option is to discuss hypothetical scenarios or show them a problem you are currently having. Just be careful not to be too intimidating – you’re not trying to catch them in a lie. You’re just trying to find out if they’re the right fit.
Know What Qualifications Matter Most
Before even scheduling a single interview, get your priorities in order. There are a variety of IT professionals with a smorgasbord of different skills. If you are too demanding, you’ll likely find yourself without any prospects. If you are too vague, you could get stuck with an underqualified slacker.
Whether using a recruiting agency, your HR department, or going through prospects with a co-founder, you must arrange for key players to get together and discuss the must-haves. What does your business need to excel to the next level? For example, one candidate may be great with big data, while another is a whiz at coding. One may have a reputable degree but no experience, while another has no education but a wealth of security knowledge. Determining what you need most will help narrow down a large, confusing pile of applicants.
Consider Training Opportunities
If you continue to meet candidates who don’t have quite the expertise you were hoping for, seek out candidates who are willing to learn. It’s important to assess attitude, as IT professionals always need to be learning new skills and adapting. Even if a candidate is just starting out on his or her career path, curiosity and a genuine interest in technology can make them a quality hire.
Look around for opportunities that can help your employees develop new skills and keep on top of trends. This could include workshops, conferences, videos, internet tutorials, or staff meetings around certain topics.
Consider Culture and Personality
Oftentimes, all the attention goes to finding IT professionals who are tech-savvy – those who can do all the things that confuse the heck out of you. But it’s important to not discard other factors like soft skills and cultural fit. While they do occupy technology-focused positions, your IT professionals still need to communicate and understand what is expected of them. They need to collaborate, think creatively, and work patiently with other staff members to solve complex problems.
Aside from being personable and cooperative with the rest of your staff, it helps for IT professionals to have confidence. This will enable them to explain complex information to other staff members. They should be able to explain (from their unique position), how the rest of the company can cooperate with their work. IT professionals understand the minute details that the rest of the staff may be blind to – so it’s important that they are able to communicate those details in laymen’s terms.
For more unique approaches to hiring IT professionals, check out CIOzone, which gives tips on how to focus on your future needs and identify entry-level employees.
Image credit: bigstockphoto.com
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