Biggest IT Hiring Mistakes


The hiring process is complicated; it can go on for weeks, and there is significant pressure to get it right the first time. Often, making a mistake when hiring is something most businesses simply can’t afford. To help you navigate the nuances of the hiring world, here is an overview of some of the easiest IT hiring mistakes you can make, and how to avoid them.

Not Considering the Unemployment Rate

Unemployment across the country is fairly low, but it is important to realize that unemployment among tech professionals is even lower. And that creates a candidate-driven market.

Businesses that operate under the assumption they have the power in the hiring process are going to find it more challenging than ever to get the employees they need, especially when aiming at top-tier candidates. Instead, you need to realize the most qualified candidates are in the driver’s seat for negotiations. Otherwise, you risk missing the opportunity to bring the best fit into your team.

Thinking Lowballing is an Option

Many companies are tempted to try and secure top talent for the smallest salary possible. However, this is an approach that can easily backfire. Sites like Glassdoor allow people to list pay and compensation information openly, and most top candidates are accessing that information before they even step in for an interview.

Not every candidate is going to come back with a counteroffer if they feel your organization isn’t willing to pay what it takes. So, if you hope to land the best applicant available, then your company needs to offer a suitable salary from the beginning.

Not Testing Technical Skills

With the available talent pool being especially small, some companies are tempted to bypass technical interviews and skills tests to speed up the hiring process. But failing to determine if the skills a candidate lists on their resume are areas they are proficient in could mean hiring someone with less familiarity than you need.

A resume is simply an introduction to their skills. It is important to take additional steps to confirm the candidate can perform in a way that meets business needs or fills critical skill gaps. Create tests designed to be task-oriented and don’t be afraid to require them to use a particular coding language when taking the tests.

Not Considering Current Employees

Sometimes the ideal person to fill a vacancy is a person who already works for your organization. They may already possess the skills you need, or they may have the potential to acquire them quickly. At times, when a specific skill set is required, it can be quicker and more cost-effective to train a talented internal employee than locate a suitable candidate from outside of the organization.

Providing current employees with promotional opportunities, including any training programs, can boost morale, increase productivity, and make retention efforts easier. So, if you have a current employee who could be molded for the open position, it is definitely a path worth considering.

Moving Too Slowly

Top candidates are not going to be in the position of job seeker for long. If your hiring process drags on, your ideal applicant may secure a new position before you can make an offer. Even though hiring managers may be juggling candidate searches with other duties, it is critical to keep applicants updated and in the loop.

Additionally, making an effort to speed up the process in the right places can be highly beneficial. For example, skilled recruiting firms like ITStaff Technical Resources can help you locate top candidates quickly, allowing you to move forward more effectively. Contact us and see what our professional recruiters can do for you.

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