Advice for avoiding IT recruitment mistakes
While all industries evolve and experience change, the IT industry is driven by relentless revolution. Operating within an industry of unwavering evolvement, both employers and employees need to stay up-to-date with fresh trends and practices in order to keep IT companies in-tune and conversant.
It is therefore important that an IT company has a workforce devoted to embracing the change and advancements the industry inevitably demands. An organisation within the IT sector that is reluctant to evolve at the same pace of information technology is likely to be suffocated by more forward-thinking and innovative competitors.
In short, a company’s success is very much dependant on the skills and attitudes of its workforce, particularly in an industry as changeable as IT. It is therefore within every IT employer’s interest to find the right candidate for the job first time round.
In order to help meet the criteria required for a candidate to flourish within the IT sector and be an invaluable asset to steering company growth, take a look at the following points an employer should consider when vetting candidates for an IT role.
Detail essential criteria on the job description
It is important that employers are as specific as they can be about the skills and experience required and what they are looking for in a given role. For a technical, skilled IT position it is more important than ever that a recruiter is clear about what the company requires in a candidate.
Detailing the essential criteria from the offset will deter unsuitable candidates and help prevent you from employing the wrong person for the job.
Use an application form rather than relying on CVs
While the job seekers’ typically tailor their CVs and covering letters for a specific role, composing an application form that each applicant has to fill in will make it easier to compare candidates with greater accuracy. Unlike CVs, application forms make it more difficult to hide gaps in employment history.
Compiling an application form for a specific job will also mean you can tailor it towards IT-specific backgrounds, goals and objectives.
Ask technical questions
Being ‘au fait’ with Facebook and savvy with WordPress does not make us IT experts, although a candidate might insist they are. In order to sieve out the VB.NET-conversant from the ASP.NET-ignorant, consider asking technical questions at the interviewing stage. The fluency of the candidate’s rely will give you greater understanding at just how familiar they really are with technical terminology.
Embracive of change?
There should of course be a balance between technical-centred questions and more generic ones. To gauge an understanding of a candidate’s willingness to adapt to change focus one or two of the generic questions on the issue of adaptability. Such as asking a question along the lines of:
“Please give an example of where you were able to influence change’.
Be systematic when shortlisting
Despite being a fairly time-consuming process, being systematic when shortlisting may help save you time in the long-term as it will assist you in hiring the right candidate. It might seem ruthless but consider using a shortlisting grid with a specific scoring criteria. If a candidate doesn’t tick all the boxes, they don’t make it onto the shortlist.
Adhering to the following techniques when searching for someone to fill an IT role can help you employ the right candidate for the job. This will ultimately save you the headache of having to go through the process again.
If your business does have an urgent IT position to fill, Adria Solutions can help you find the right candidate for all your company’s IT recruitment requirements.