For the most part, low unemployment figures are an excellent thing for the country – but they can certainly be frustrating when you’re trying to recruit new talent! It goes double in the IT sector, where unemployment affects less than 2% of qualified talent. It is a drastic change since the turn of the last decade, but as technology evolves at a breakneck pace, the supply of professionals simply can’t match demand, with experts often staying on the job market for no more than a week at a time.
How, then, can you ensure you’re snapping up the best talent for yourself to help your business. The answer is to be a bit more flexible than traditional hiring practices typically suggest. You will need to turn your thinking around and tackle the market in a new way to secure the most exceptional IT professionals and make your company flourish.
In IT, Aptitude Beats Experience
It might go against your initial instincts, but the ever-shifting, ever-evolving world of technology, it can do you better to hire based on potential rather than the track record. Twenty years of experience in IT systems is, of course, impressive, and a solid background is invaluable. Still, a new graduate may be more suited to learning new technology, and the room they have to grow within the role is likely to help them retain loyalty in the company. An employee with nowhere to go is an employee who will eventually move on.
Consider hiring on temporary contracts (six months is standard) or a trial basis. This method is a risk-reduced way to get the freshest talent and make sure both they and your company suit each other before committing to anything long term.
There’s a more straightforward reason, too – a new professional is much more likely to accept your offer quickly than someone with a wealth of experience, as well as more likely to be able to start straight away.
Find that balance and get the best fit for you and your company, and you will thrive.
Don’t Take It Slow
On average, IT professionals are interviewing with three companies at once. Miss out on the unnecessary parts of the drawn-out hiring process and get from point A to point Z quickly before the candidates are gone. Skip the phone interview if you can and make short face-to-face conversations with a shortlist of candidates right from the start. Try not to leave more than 48 hours at most between points of contact. Most importantly, make your decisions efficiently. Quick hiring and decisive action are appealing to candidates and good practice in this sector in general!
Consider Staffing Firms and Other Third-Party Vendors
Staffing agencies and other such vendors can be essential, but if you use them, make sure you go for the right ones. Your third-party partners must specialize in the industry, and also localized – a job in one state is very different from a post in another. Narrow it down even further by looking for those who focus specifically on your area of expertise.
Third-party vendors can be invaluable as they’re a great way to locate talent that isn’t actively looking. Someone may not see a job posting, but they might still be interested in the role and consider switching to your company.
Most Important: A Conclusion
Stay alert. This industry is fast-paced, and talent progresses at breakneck speed. Focus on gathering the right team with the ability to grow, and you’re already on the way to success.