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The Secrets to IT Hiring Success

It’s a Candidate’s Market

Finding a new IT team member can’t be that hard, right? Just post your opening to some job sites and wait for the applications to roll in. Time for a quick reality check:

There are more IT job openings than there are candidates to fill them. Gone are the days when job seekers would come to you. If you want the best talent, you’ll have to fight for it – and believe us when we say the competition is fierce.

These days, it can take more than two months to fill an open IT position. Unfilled vacancies stretch your current IT staff thin and put them under increasing pressure. This, in turn, can slow down productivity and decrease customer satisfaction.

See Your Company Through a Candidate’s Eyes

In her recent webinar IT Hiring Headaches, ITP’s Talent Acquisition Manager Kerry Weber outlined key improvements you can make to help your company attract the best candidates.

Do you realize that recruiting and retention start long before an opening is even posted? Potential candidates look at company reviews, your social media activity, and other employer branding that you do.

If your company has a negative image online, it severely hinders your hiring efforts:

  • 84% of job seekers say company reputation matters
  • 14% of candidates say a company’s values matter in their decision
  • 55% of job seekers abandon applications after reading negative reviews
  • Only 45% of employers monitor their company’s reviews
  • 50% of candidates wouldn’t work for a company with a bad reputation, even for more money

Now’s the time to improve your organization’s online presence. Social media is a major opportunity to share your company’s culture and thought leadership. It’s a place for you to tell your story and show you’re a great place to work.

Monitor Glassdoor, Indeed, Google, etc. to see what people are saying about your business. Counter any bad reviews with positive reviews and respond to the negative ones with context.

The Candidate Experience is Everything

One thing that separates employers of choice from everyone else is their focus on creating an outstanding experience for potential hires. Most candidates you talk to are likely already employed. So, you need to make it easy for them to come work for you. And remember, candidates are interviewing YOU just as you are interviewing them.

If you’re struggling to attract new employees, ask yourself:

  • What kind of person best fits my culture, environment, and team?
  • Is my interview process streamlined and welcoming?
  • What rewards and benefits or perks can they expect?
  • Why should someone choose my company over another?
  • When could a promotion become available to them?
  • Am I paying market value or better? Am I really offering the best I can or am I lowballing?
  • Am I asking for feedback from potential hires?

Stop Stressing – Help Is Here

The IT hiring process is fraught with unseen and unexpected pitfalls. That’s why you should consider partnering with an experienced talent acquisition service like ITP. As your staffing partner, we’ll help you demystify:

  • Strategy and process improvement – Counsel on how to refine your entire hiring and retention process
  • Sourcing – Constant, proactive relationship-building with candidates with in-demand skill sets
  • Interviewing – Help with streamlining your process and making it more engaging and friendly
  • The IT hiring landscape – Assistance with revamping job descriptions and compensation offerings to fit the current market

In a nutshell, it all comes down to making a match between company and candidate that’s perfect for both. If you’re interested in gaining a strategic, long-term staffing partner, visit our Staffing page.

 

WATCH NOW: IT HIRING HEADACHES

 

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