When looking to hire new IT and software developers to join your team, it's easy to accidentally miss some important recruitment steps. Taking shortcuts may seem like a good idea but they run the risk of significantly undermining the quality of your future hires. These are some of the most common steps in recruitment selection that IT Managers often miss:
Reassessing your job specifications
When it's time to hire, you automatically start preparing a job spec for recruitment agencies and job boards. This can be a template you always work from or you can start from scratch. But it's always worthwhile to take some extra time to make sure your job specifications are clear and highlight all the skills and experience needed.
It's worthwhile to spend 15-20 minutes with the entire team to determine what skills you (and your team) need from your new colleague.
- Do you just need a tech assistant or someone who can fully structure code?
- Or, do you want a person who can confidently write algorithm variations?
- Or, do you need a graduate who has experience structuring data and is familiar with linked lists, trees and stacks?
"What skills and experience would really benefit the team's productivity and output?" Those are the types of questions you need to answer in order to create a job specification that really ticks all the boxes. (If you're tight on time, here's how to write a job description in 15 minutes).
Consulting your talent bank of IT contacts
When you're managing a team and recruiting new team members, having a valuable talent bank of talented CVs is key.
Looking to your talent pool is a crucial step in recruitment selection. It provides you with the opportunity to screen and interview candidates you've met before and it potentially means you don't have to contact recruitment agencies or post ads on job boards.
Hiring software developers, IT analysts, IT engineers, etc, can be a difficult job, especially if you want to hire talented individuals. Having a talent bank means you can keep in contact with the best talent and recruit them in future.
Always remember to look at your talent bank before posting job ads. Otherwise you'll miss the opportunity to speed up and reduce the costs of a future hire from the start.
The screening stage (super important)
Once you've received your CVs for your job ad, you may want to pick your shortlist and then go immediately onto the interview stage. But, wait. You've missed the screening process!
All HR managers and hiring teams screen candidates before inviting people to an interview because it saves time.
Having a fifteen minute telephone interview provides you with all the information to determine whether the candidate should be invited to an interview. This gives you the chance to find out what salary the applicant wants and relevant questions. Whilst screening may not seem as relevant for an IT role as it may be for a Sales role - screening quickly determines the commitment of an applicant and asking quick fire questions forces genuine responses (whilst saving you tonnes of time).
When you're looking for a candidate with specialised skills like software development, you can use a telephone interview to ask candidates to talk about their experience and knowledge in IT. By the way they talk will give you a good sense on whether they know what they're talking about too...
Interested in screening? We're added a video screening tool to Optimize, learn more below:
Thoroughly checking references
We know this one sounds obvious - but many interviewers don't take the time to actually test them even if provided.
When you're advertising for important job roles that require long term and reliable employees, it's incredibly important you take the time to check references, even if it increases the time to hire slightly. The candidate may sound perfect on paper and in an interview, but remember, your impression is based on a sixty minute conversation (and a telephone interview).
By contacting a candidate's references, you can get a clearer idea on whether the candidate is truly the best choice. From a previous employer, you can find out how a candidate works as part of an IT team. Do they need regular assistance and help when working with code? Or do they have a keen eye for code and algorithms?
Speaking to a previous employer will help you make the right choice on a candidate.
Calling all applicants after the interview (and adding them to your IT talent bank)
In order to save time, more hiring teams only contact the applicant who has been offered the job after the interview. They don't contact the other people who came for interviews.
This is an important step in recruitment selection you should not miss. Calling all the candidates who came to the interview and did not get the job means you can tell them the decision (rather than sending a templated email), offer feedback and most importantly, offer to keep them in the loop for future opportunities. You can add these candidates to your talent pool and contact them again in future.
As you already know, it's hard to find an exceptional candidate who is good with code and software development. It's always worthwhile to keep CV information on file so you can contact them again in future.
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