The gap between qualified candidates and open positions has increased thus making the filing of growing technology roles more challenging. In the C-Suite positions, the problem has become more severe as it requires more experienced employers. The business has to follow three important guidelines. In order to improve the creation of company’s meaningful interactions and also to improve the interview process of the candidates like the Vice President of architecture or IT, Chief information officer etc. these guidelines should be properly followed.

Making it Personal

The companies that take a special interest in the recruitment process and are very efficient in the hiring process, are the first choice of technical leaders. During the candidate’s interview procedure, there are some negotiations, prodding, and testing in which these outlooks can be easily lost.

IT recruiters have recommended that the candidates and the employers meet before a formal interview for coffee or lunch. By doing this an individual connection is established between both of them and the recruiter also gets to know the applicant well. This is an effective step for the creation of a relationship-driven procedure.

In most of the cases the executive search IT applicant wants to have information about the company. This can mean either touring of the facilities and offices or introduction of the candidates to their potential team members and also to provide the candidate with the opportunity to ask questions and find out the importance of working in the respective organization.

IT staffing companies with experience in both the candidate recruitment and employer sides strongly promote this two-way interview procedure for several reasons:

• The preparation for the respective questions the candidates can ask is going to help the business to clearly define the perks and responsibilities of the position
• By showing respect and providing transparency to the candidates for their questions, you can make the job seem more attractive for them.
• These steps help to create a much more relaxed environment during the formal interview procedure, by allowing both the candidates and the companies to be honest about what they seek and what they offer.

The Expectations Should Be Set Up Front for the Entire Hiring Process

During the job application and job interview procedure, the candidates usually do not like surprises. They may reconsider the authenticity of the position if they are asked to take part in any form of test or evaluation without offering a forewarning.

If your company’s practice is to have different requests or steps for searching for an Executive in IT beyond the usual interview traditions, you should outline the whole hiring procedure from the beginning.

Skills Testing In Interviews

The professionals at the executive level in IT are commonly not required to go through skills testing because at this point they are fairly distant from day to day developing work. For the C-level candidates, requiring skills tests without prior mentioning can be a major turn-off. The candidate’s in-depth knowledge about the industry and major areas of IT should be given preference instead of giving them certain skills test for verification.

In-Depth Evaluations

Methodologies like CIDS (chronological in-depth structure interview) are often used by most of the organizations in order to conduct a detailed evaluation of the candidates. In this part of the company’s evaluation process, applicants need to be fully prepared for the interviews and should also be prepared for a whole day-long commitment. Even the most knowledgeable and polished executives can experience exhaustion while going through the CIDS evaluation, as it is composed of six categories that cover up to fifty competencies.

Know What Makes a Compensation Package Attractive

You should plan the levels and structure of compensation you are willing to give before you begin the search for the candidate, whether you are using an IT staffing company or managing it internally. While recruiting C-level candidates it should be kept in mind to prepare a complete outline of the salary package.

The candidates at an executive level who are working in other companies are offered equities for their position and they need the same assurances when they come to work for your company.

A candidate can be provided with the equities with the help of one or more of the following procedures

• Profit-sharing
• Stock grants
• Stock options

The details, the how and when these equities will be provided by the employer should clearly be outlined by the company beforehand. Most of the companies require the employee to be with the company for a specific period of time before they are offered the equities. This helps the employers to protect their company’s interests if an employee decides to leave after a short period.

The working together of the equities and the basic salary should be considered by the company. The best candidates are always confident in their work, leadership qualities and skills and they are usually aware that they have great worth in the job market. According to IT recruiters by creating incentive-based packages more candidates can be attracted as compared to offering only salary compensation. This strategy is most useful for smaller companies as they can offer a small base salary package in addition to bonus packages that are offered according to the performance of the employee. By combining this strategy with the other strategies mentioned above, the employers get a very good chance of finding and hiring the best and most suitable C-level talent.

If you are a company and are looking for the best IT executive search, you are most welcome to contact StaffAugmentation and learn more about the process of recruiting executive leaders.