What are the mistakes that tech recruiters do while screening an IT professional

There are many IT companies in today’s time so attracting IT talent becomes very much difficult nowadays. Technical recruiters continue to explore smart tactics to find and win over the candidates. But as important as implementing new recruiting and hiring methods, it is also important to let go of old approaches which are no longer working.

Here we are going to share some common and potentially costly recruiting mistakes when hiring IT professionals.

Writing one-way job descriptions

Many IT organizations think that job description can only be used to explain what the company’s needs are. However, they also need to address the candidate’s need. They also need to include information about what is in it for the candidate they hire to attract people with in-demand skills and a lot of options. Job descriptions which explain work-life balance, a day in the life in the new job and perks on being on the team will likely to be more competitive. Writing a good job description takes away some of the manual work of recruiters.

Relying on a Resume

The problem of relying on a resume to know about an applicant is that it doesn’t inform you whether or not an individual is going to be a good fit for the company on a personal level. An outline of their previous experience and the list of their skill is a great asset during the recruitment process. It should not be the only thing a recruiter should be depending on for making the new hire. IT requires interpersonal skills, especially for working environments which involves a lot of troubleshooting. So asking questions about their ability to communicate with others, and whether they function well as a team or not can be a better indicator for a great employee than a list on a resume could convey.

Not Knowing What to Look For

If you are not an IT expert on your own, there are chances you might not be well versed enough in the topic to make an informed decision during the hiring process. The rapid pace of development in technology means that what’s hot one day could be outdated the next day. So searching for a qualified IT professional is harder. To avoid this, you should work with an IT staffing firm. IT recruiters have the technical knowledge to make the right recruiting decisions and help to avoid any hiring blunders.

Just throwing money at the problem

Because of the competitive IT market, many companies are forced to overpay candidates. This causes deep ramifications within the company as it can upset internal equity and render recruiter job grade parameters meaningless. Before starting candidate search, IT organizations and recruiters should be on the same page regarding the average salaries for the position they are hiring.

Not coordinating interview tactics

The main thing here is to prevent candidates from being asked the same questions by each person that interviews them. The coordinated effort where each interviewer asks different questions to the candidate is not only much more efficient and effective for the IT company, it also gives candidates a better impression of the company. Every interviewer who interacts with a candidate throughout the selection process affects the candidate’s perception of the position and the company. IT leaders can work more closely with tech recruiters to coordinate on the interviewing plans and practices.

Avoiding job hoppers

It’s time for the IT organization to let go of their old notions of employee loyalty. The top talent can and will move freely in the market which is short on supply. New technologies come up every day which leads to large migrations of talents. Recruiters can no longer afford to assume that frequent company changes on a resume are a sign of poor performance.

Not testing

A lot of the problems arise when recruiters don’t test early in the hiring process and waste their valuable time on candidates who are not a match due to lack of skills and expertise.

It should be recruiter’s primary goal to evaluate the candidate’s potential to do well in that particular job based on their skills. It is only possible when these are tested impartially in a way which verifies their knowledge accurately. That’s why skill testing software is a necessity, not an option. It allows you to check a candidate’s coding skill and technical knowledge quickly. Code testing early on also allows you to find top talent at the beginning of the hiring process before some other organization snatches them away. Most talented candidates don’t sit around and wait for recruiters to come back with an offer — they typically have projects lined up. If the hiring process is longer there are lesser chances of their availability.

I hope that this article will help you with your IT recruitment process. If you have any question, please feel free to leave a comment below.