Skip Links

5 biggest mistakes of IT hiring managers

To bring in top tech talent, you may need to revamp your recruitment procedures

By By Mary Brandel, Network World
February 10, 2014 05:19 AM ET

Network World - As IT hiring ramps up in 2014, many job market experts are predicting a tech talent shortage. And certainly among the hot skill sets – security, Big Data, .NET and Java developers, project managers, business analysts and anyone with cloud or mobile experience – you can expect to see some sort of talent war, says Matthew Ripaldi, senior vice-president at Modis, a global provider of IT staffing services.

However, while recruiters agree that demand is growing faster than supply, they also say that better hiring practices can go a long way toward helping companies achieve the hiring goals. Indeed, says Michael Morell, co-founder of tech recruiter Riviera Partners, “there’s actually a shortage of companies and hiring managers who really understand what it takes to recruit top talent.”

Wherever the shortage lies, it’s time for IT organizations to take a renewed look at their hiring practices and polish them up to reflect the expectations of today’s best tech workers. “Quite honestly, companies that aren’t focused on the candidate experience are going to lose out,” Ripaldi says. “Some companies think if they can offer a lot of money, there’s no reason a candidate wouldn’t want to work there, but there’s so much more involved, and especially in IT.”

Here’s a look at five of the most common mistakes that hiring managers make, according to recruiters.

1. Making a bad first impression.

Job candidates know to put their best foot forward, but companies in hiring mode can forget to do the same, Morell says. Such was the case recently, when a client of Morell’s expressed frustration after having offers rejected by two mid-level developers. Both candidates, Morell says, reported that it didn’t seem like a good cultural fit.  

+ ALSO ON NETWORK WORLD Tech salary guide for 2014 +

When Morell followed up with the client by making an in-person visit, he could immediately relate to their sentiment. “From the time I walked in the door, I must have literally walked past 40 people, and I kid you not, not one person greeted me, acknowledged me or asked, ‘Can I help you?’” he says. “It wasn’t a place I’d want to work.”

Creating a recruitment-friendly atmosphere is the job of the whole company, he adds. “People very much underestimate how important a compelling company culture is to the overall hiring process,” Morell says.

2. Posting an inaccurate job description.

Writing a job post seems like a basic, but candidates have shown up for interviews only to hear about a completely different job from the one for which they’d applied, according to Felix Fermin, recruiting manager at Mondo.

The causes can vary -- in some cases, the hiring manager fails to communicate the job properly to the recruiter, and in others, the human resources organization posts a description based just on a generic job title.

In still other cases, the hiring company provides a laundry list of credentials, and the recruiter posts just the top items to narrow the search. “Instead of a one- or two-page description, it’s better to include just the must-haves and maybe a few nice-to-haves,” Fermin says.

Our Commenting Policies
Latest News
rssRss Feed
View more Latest News