The job market out there is tough for both candidates and organizations looking to hire workers. It is tough for candidates, because they are required to decide which firm is best for them without knowing everything about its culture. It is tough for the companies looking to hire, because there is a lot of competition looking to grab the talented individuals in the market. Companies need to think about ways to get more attractive offers to IT and technical candidates so more of them accept the offers.
Finding a good IT talent in the market is hard to do, and once you do find one, it is up to you to get them to accept the offer that you have ready. Getting an offer accepted by an aspiring individual, knowing that they are being approached by countless other firms, isn’t an easy task. You would want to take things slowly, but there is also the hurry of getting them under a contract first, because a talented IT individual is like raw carcass in a sea of vultures out there.
Knowing the complexities that are present for hiring in IT here, we have come up with some tips that can be implemented to ensure that every talented ID individual gets to join your place of work.
Things You Should Do to Get More People into Accepting Your Offers
Now, hiring in IT has changed a lot from the past, and your processes need to be well gelled together, because every candidate has an eye on that; knowing that candidates are assessing you as much as you are assessing them puts a lot of pressure on your shoulders regarding how to perform. So, based on the current trends, these are some of the things you can do to increase your offer acceptance rate, and make hiring in IT a successful process for you.
Remind People interviewing is Not a Chore
It is common for the tech staff in every organization to manage the interviewing process within the organization. The reason behind this is that the tech staff has more expertise in gauging the workers on their knowledge related to the field, than the HR. While the HR can judge and evaluate the persona of an individual and how well that sits with the culture of the organization, the actual thumbs up signal depends on the tech staff working within the organization. The tech staff’s presence is pertinent, and how they react to it is an important factor here.
More often than not, the tech staff within an organization will look towards the hiring process as an interruption during the day. They would feel that the interviews don’t really come under their job description, and what they are doing here is not part of their job. This kind of attitude can be contagious and may have an impact on the attitude of the new employees coming to your organizations. Candidates giving an interview are able to tell how dedicated the members in the panel really are and how serious they are about the whole process. If these candidates feel that any member of the panel isn’t really serious about the interview, then they would exude the same attitude as well. Thus, it is necessary that the members you have interviewing aspiring candidates show enthusiasm and are inspired towards the interview.
What you can do to ensure that your IT staff takes the interviews seriously is remind them of how the new hiring will only help their cause in the long run. Working with a pool of talented individuals is a dream for any IT manager, which is why if you keep reminding them of how these interviews help the talent pool to grow, they would consider them as a part of their job.
Now, you can’t have every member of the organization play the interviewer’s role during job interviews. It is necessary that you hand over this task to only a few people from the organization and make them cherish the exclusivity that they would probably get from this.
Now, with a group of selected people on your side, you can start training them on the methodology to follow while conducting the interviews. The IT staff selected for the job should know of the questions to ask and how all of what they ask during the interview has a big impact on the perception aspiring candidates have about the company. Moreover, the staff selected for conducting the interviews should also know how to answer some of the questions that come from their way. Since you may have to explain the job at instances, it is extremely necessary that you make the candidate want to be part of the organization while you explain the job. Treat the candidate like a customer and make them want to work with you. Give them interesting insights about your organization and its culture, and how hard all of you have endeavored to get to where you are currently.
Make it Casual
With candidates going through so many interviews on a routine basis, what can your IT firm do to make the interview stand out? What you can do here is to make the interview casual and have a bit of fun with some snacks or other casual activities. Maybe have a coffee break or lunch break during the interview and talk with the candidate over a cup of coffee. Don’t make the employee feel uncomfortable and get them in their groove, so that they can let you know all of the potential they host.
Getting IT candidates to accept your offer is not easy, but if you make your interview sound like a run of the mill, monotonous exchange of questions, then you may lose out in getting the attention of the best talent. Get the interview done with in a unique manner and present them with an offer to seal the deal.
Decide Consulting provides IT staffing services. Our conclusive hiring methodology enables us to bring the best IT problem solvers to your organization. Our entire management team comes from an IT technical background giving us a unique perspective on candidates and the industry.