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6 IT recruitment mistakes you don’t want to make

Written by Kimberley Startup | April 3, 2013 | 0 Comments
Online RecruitmentThe IT employment market is advancing faster than any other industry with companies requiring expert-level skills and high level qualifications to be amongst the leaders.
But in such a competitive sector, competition for talent is tough and employers must remain vigilant and not slip up if they want to hire the best talent.
Written for today’s IT hiring manager, here are 6 IT recruitment mistakes you don’t want to make when looking to recruit staff.
Mistake #1 – Ignoring social media
Social networking sites, such as LinkedIn, Twitter and Facebook, have reinvented the IT recruitment landscape.
Don’t ignore the overabundance of candidate data social media offers, like skills, experience, education, references, interests and more; helping you to get closer to your perfect hire.
Mistake #2 – Advertising a vague sounding job
If you advertise a vague sounding job with the intention of seeing who applies, that is exactly what you’ll get.
If you don’t specify exactly what you’re after in your job advert it will invariably lead to lost time spent sifting through irrelevant applications or you’ll end up interviewing candidates who, when confronted, don’t have the required skills after all.
Mistake #3 – Using internal lingo
One of the most popular ways IT candidates search for jobs online is using the title and keyword function, so avoid internal lingo and generic sounding titles in your job description at all cost.
Be clear and accurate about what you want using keywords specific to your industry and requirements, such as iOS Programmer and Ruby on Rails Developer. This will help candidates with diverse skill-sets find you.
Mistake #4 – Forgetting about the passive pot
Effective IT recruitment requires a combination of active and passive candidate sourcing.
Use a complementary mix of job boards, CV databases, social media and people to get closer to your ideal candidate. That way, people who are not necessarily looking for work but are in demand, are also picked up.
Mistake #5 – Waiting around
A lengthy recruitment process could cost you talent. So when you see someone you like, invite the candidate to an interview straight away.
Tools such as automated video interviews and online skills tests can help with this initial round of interviewing, saving time and money. Companies who have used these tools have also reported better candidates brought forward for interview and boosted employer brands.
Mistake #6 Thinking you can’t compete with the big guns
A survey by webrecruit found IT job seekers are most attracted by career progression prospects when looking for a new opportunity, followed by role responsibilities and then salary.
So if you’re worried about competing against the large corps and blue chips because you can’t offer salary increases or other monetary benefits, don’t be.
While salaries are important to some, they are certainly not everything. Instead, highlight opportunities for making a real impact on your business or perhaps they’ll report directly to management? If so, this means the successful applicant will learn from the top (something unlikely to occur in a larger business).
Overall, recruitment is a critical, if not the most important, activity for any organisation. But by taking the necessary steps to plan and implement an effective IT recruitment strategy, you’ll avoid the common pitfalls many IT employers face when looking to fill a vacancy.
If you’re looking to learn more about IT recruitment, you might want to read this free tip sheet: 10 Insider’s Tips on How to Hire IT Talent using LinkedIn.
It’s packed with expert advice on how to use LinkedIn to benefit your IT hiring strategy. Access your copy by clicking on the button below.

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