IT recruiting is an important skill for basically everyone, there is no field or market niche where you won’t need to hire tech talent for creating digital products at some point in time. Either you will want to approach this task on your own or use an existing HR department, or seek help from experienced recruiting professionals, you will need to create a strategy to make the process more effective and satisfying for everyone involved. Here are the most crucial steps for recruiting IT professionals for your business needs.
Analysis of Needs
Before you start actively searching for viable candidates, you will need to analyze why there is a necessity for this action at all and what your future employee will need to bring to the table. Did you pay close attention to the development team’s performance and found some gaps you need to fill with new hires? Are you planning to extend your business and need an IT specialist for a newly created role? Did one of your team members decide to leave and you are looking for a person with a similar skill set and level of experience? Different situations require different solutions, and only when you analyze your hiring needs, the picture becomes clear as day. This step usually requires close cooperation with the HR department.
Working on a Job Description
Once you have a clearer understanding of the position you need to fill, the skill set required, the soft skills necessary, and the budget you can spend on recruiting, you can start working on an engaging and clearly articulated job description. Don’t try to oversell and make potential candidates too excited. Remember, a well-written job description besides allowing you to bring on top IT professionals, also allows candidates to realize if they have all skills and level of experience necessary, which relieves you of dozens of pointless interviews with unqualified developers.
Start of the talent search
When the previous step is done, the actual talent search can start. Nowadays recruiters have a great variety of channels you can try, or professional recruiters or other IT staffing solutions you want to hire. If you decide to try your luck with the company's own resources, you can use social media, advertising, job boards, professional meetups, and conferences, sites like Reddit, GitHub, and StackOverflow, your own website, and many more tools to attract as many viable candidates as possible. Also, don’t forget about the possibility to promote someone already on your payroll or train them for a new position, it is often cheaper and faster than any other options that include recruiting. Another great way is asking your employees to recommend someone they know and think is a perfect fit for the position.
Candidates Screening
When you have some resumes on your hands, you can start composing a shortlist of top candidates and pre-screening them. You can use professional software for recruiters which will sort applicants from best to worst according to their credentials, level of experience, and other factors you consider important. Then, you can conduct some type of basic background search through social media and Google. If there are some reasons for concern in the resumes of otherwise viable candidates, write them down and clarify them later, during the interviewing stage. When you have worked through all applicants’ profiles, you can start scheduling interviews and prepare a list of questions.
Interviewing process
This is one of the most crucial steps of the whole recruitment cycle. After initial contact schedule an interview with each short-listed candidate, and be flexible on the time slot and format to not scare top talent off. If you are hiring local IT professionals for full-time work, you can arrange a meeting face-to-face, but this approach is considered somewhat outdated and usually unnecessary. Some recruiters prefer personal meetings with applicants to do more accurate psychometric testing, but otherwise, in the post-COVID world, most top talents prefer interviewing via video calls or phone. During your conversation don’t be shy, ask as many technical questions as you think necessary, and give a test task if needed. Also, don’t neglect soft skills, assess candidates’ communication abilities, ask about their involvement in professional communities, and find out more about how well they will fit into the team culture. If you are interviewing IT specialists offshore, pay attention to their level of English proficiency. Don’t drag the interview process for too long. According to research, top tech professionals tend to back off if there are more than three stages. After this step is over and you found your perfect team member, you can start composing an offer letter.
Terms and work offer
When you make up your mind about a perfect candidate and check their references, you can work on an offer letter. There you need to include information about salary, bonuses, benefits, when work starts and other important details. Be ready that your first choice can still deny your offer even after successful interviews, so don’t turn down other good applicants too early. When an offer is accepted, a work contract, NDA, and other documents are signed, take some time to inform other applicants about your choice and thank them via email. It helps to build strong relationships in case you will need qualified IT professionals later.
Introducing new employee
This step is also called onboarding. After you sign a legal contract with your new employee, you will not only introduce them to existing team members, but also provide them with information about tools and technologies your company uses, monitoring process, corporate culture, and make them comfortable in the new workplace. According to research, 69 percent of IT professionals are more likely to stay in a company for more than three years if their introduction was satisfying.
Final thoughts
Recruiting tech talent can be pretty difficult due to high demand and employee shortage in some fields, but with information from this post and, if necessary, help from professionals, you can successfully employ some top IT professionals for creating an excellent digital product for your business needs.
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Original Source of the original story >> Key Steps in the IT Recruitment Process
