Successful tips for IT employers

1. Improving your Candidate Database

Instead of only relying on walk in candidates and job seekers who answer your newspaper and online ads, it is advised that IT companies get proactive about building a strong database of their IT jobs. Spend time in developing relationships with placement cells at engineering schools, staffing companies and other IT search firms. Also encourage members of your staff to participate in IT professional associations where they can meet potential candidates. Also track online job portals for candidates who are not currently actively looking for a new job. Industry newsletters and web sites are also great places to advertise your openings.

2. Hiring the Right Employees

It is often noticed that past behaviour is the best indicator of future behaviours. Hence, tech companies are often recommended to hire a candidate who has performed the exact same job in your industry in a similar business climate in a company that offers a similar culture. Furthermore, finding a candidate on these lines can save you tons of money with respect to training.

3. Considering In-House Candidates

By creating a promotional environment at your business, you are essentially creating opportunities to positively boost the morale of your current employees. By taking into consideration your pool of in-house talent for a new position, you can make your employees feel that their accomplishments, talents and abilities are well recognized in the business. Before you head out, looking for a replacement or a new employee, always consider options from within the business first. Interview your potential candidates, get to know them better, and understand if their goals match those of your organization.

4. Managing Employer Reputation

The key to attracting the right talent for your tech jobs is not only about being a great employer, but also about letting people know that you are one. Invest time in assessing your current HR policies, retention rates, motivation factors, reward and recognition programs, work-life balance, accountability and other aspects that form an integral part of a candidate’s decision to accept your offer. Your current employees need to be speaking to people outside about how great it is to work with your company. It is only natural for potential candidates to belief the employees before they believe in your brochure or website.

Finally, if you are looking for an external candidate, involving your current employees may be an effective option. Have them recommend experienced candidates for your IT company, ask for their assistance when it comes to reviewing resumes of potential candidates. You can also have them get involved in the interview process to understand if the candidates are fit for your company. This is especially beneficial in cases where the new employee needs to work closely in a team or with a specific manager.