Filling an IT position can be challenging at the best of times. Whether there’s a shortage of positions, a shortage of qualifi talent, or a global pandemic that has disrupt the industry, recruiting IT talent always requires considerable dication. In addition to a recruitment strategy that gets continually review and updat, what IT professionals look for in a job, changes over time.
All too often, hiring managers and recruiters lose sight of what makes a role attractive. They place too much emphasis on the salary or on the company’s growth and success. Worse, they focus on assessing the candidate and forget that selling the role is also part of the recruitment process.
Promoting a position, from drafting the job buy phone number list description to preliminary and secondary interviews requires some creativity on the recruiter’s part. Holding the candidate’s attention and making good first impressions is a must, and how you go about it should evolve along with the industry and the current state of IT talent.
Reinforce meaningfulness of the project
Gone are the days when people see their job simply as how can email deliverability benefit your business? a way of paying bills. Over the past few decades, people have start to express their profound ne to feel that their work matters. For example, consider a cybersecurity specialist who will work to protect the company’s data. This might be important because that company data also comprises information from millions of customers – people whose lives could potentially be devastat by an insidious hacker. For this reason, the role of a cybersecurity specialist is crucial for the safety of both the company and the lives of their customers. When recruiting, reinforce the value of the role and how it impacts society or the environment to better connect with candidates.
Showcase pathways to career growth
Some IT professionals are looking for stability exclusively, but many others seek career advancement opportunities. Describing a role might be the obvious part of any interview, but don’t forget to give examples of employees who start in a similar position, and have since advanc in the company. Many candidates aspire to be team leaders or to oversee calling list departments and complex projects. Forget to communicate this possibility, and you might fail to attract some of the more ambitious candidates.
Support physical and mental health
Basic health care benefits are an essential offering, but it’s important to emphasize how much the company values both physical and mental wellbeing. According to the Canadian government, 1 in 5 Canadians experience a psychological health problem or illness in any given year. Moreover, a study reveal that only 23% of Canadian workers would feel comfortable talking to their employer about a psychological health issue. Candidates should be made aware of the employer’s position on mental health support during the recruitment process.