The Corona crisis is not the only reason why IT specialists are more sought-after than ever on the labor market. The specialists are urgently needed across industry boundaries to drive the digitization process forward in the respective company.
We reveal what you can expect on should not do in any caseIf you want to be on the winning side in the battle for IT specialists, you need to be on the right side.
Bombard candidates with mass letters
Someone will bite. True to this motto, many recruiters have begun to bombard every candidate who might even remotely fit the bill with one and the same letter. As is often the case in life, the rule of thumb is "quality over quantity". A personal greeting or an individual detail of the CV shows that you are not just writing randomly. A feeling of appreciation is in many cases the key to talent.
Make the candidate feel how grateful they should be to be part of the application process
The market is always regulated by supply and demand. Candidates are not dependent on your job, with such a large supply, employers already have to make an effort. Nowadays, in many professions, the term "reverse recruiting" often comes up, the company applies to the candidate, not the other way around.
Make the application process as complicated as possible
Uploading documents multiple times, always filling out the same form, checking a box there and still agreeing here. All of this makes applying for a job a tedious experience. Yet it can be so simple, many companies rely on one-click applications or completely different innovative methods. Here it is worthwhile to meet the candidate with a good experience even before entering the company. Especially in the case of IT specialists, if the candidate does not really need the application, the process is often aborted and the company may miss out on a great employee. Innovative and efficient solutions are definitely worthwhile here.
Communicate too little
No one likes to wait. Especially when applying for a job, this is often an important step for the person applying. With regular and clear communication, real sympathy points can be gained, especially when the applicant has several offers on the table. Even if the candidate decides to accept another offer, a positive experience with the company always remains in the back of the mind.
Do not tailor the interview to IT professionals
Especially for job interviews in the IT sector, it is worthwhile for the HR department to bring along someone from their own IT department. Good preparation and a professional interview are not only advantageous for the company looking for employees, I can also offer the potential employee a great experience. This is often reflected in the quality of the selection process.
Formulate working conditions too vaguely
Applicants want to get as accurate a picture as possible of their future job before signing the contract. Therefore, do not wait for inquiries in this regard, but tell them about future tasks as well as about the company's values or, for example, the working hours and benefits.
Do not pay attention (anymore) to existing employees
After hiring, some companies suddenly lose track of their new employees. This can quickly take its toll: In the form of a high turnover rate or bad reviews on employer platforms where employees vent about their working conditions. It's better if companies constantly ensure that all employees, existing and new, are happy and satisfied. And as an optional extra, you can even involve employees in recruiting - for example, through employee referral programs.
Our offer for you in IT recruiting
If you want to reach the best IT professionals, contact us. indivHR helps to become even more successful in IT recruiting and to avoid common mistakes. We are happy to accompany you on the way to introduce Active Sourcing in your company.
As IT recruiting specialists with many years of experience, we know exactly how to design the candidate journey so that you are always ahead of your competitors. So that you get the best employees.