IT Recruitment Tips: How to Add Value to Your Team

Have you ever hired IT professionals, only to discover they didn’t add value to your team? Maybe they didn’t have some of the skills they claimed to have. Maybe they didn’t get along with their coworkers and caused conflict. Or, maybe they just weren’t reliable. Whatever the reason, these bad hires are frustrating for CIOs. After spending so much time on the hiring process, you can’t afford to hire someone who doesn’t add value to your team.

To prevent these hiring mishaps, hiring managers should know how to improve their IT recruitment processes. With the right process in place, you can ensure your new hires will add value to your team.

Here are some IT recruitment tips to follow.

Ask for Employee Referrals

If your past hires have clashed with your team, you may want to consider using employee referrals for IT recruitment. When employees refer candidates, you’re more likely to hire candidates who have good chemistry with your team. That’s because you’ll be hiring people who already get along with an existing employee.

Employees tend to refer candidates with similar work ethics to their own. If a high performer recommends a candidate, that candidate is probably a high performer, too. If you’ve hired people with poor work ethics in the past, getting referrals from your best employees can help.

It’s easier than you might think to start an employee referral program. Let your employees know you’re looking for IT professionals, and share the job descriptions. Your employees can then recommend candidates who’d be a good fit for the position.

If you end up hiring a great candidate, make sure to reward the referring employee.

Don’t Forget about Soft Skills

When you’re hiring IT professionals, you can’t ignore hard skills. You’d never hire a Java developer who didn’t know how to debug Java code, for example. Without hard skills, new hires won’t be able to do their jobs properly. Hard skills aren’t the only thing you need to worry about during IT recruitment, though.

Soft skills are just as important. Soft skills include teamwork, building effective relationships, and planning. Without the right soft skills, IT professionals won’t add value to your team. For example, a talented Java developer who yells at his coworkers and doesn’t finish work on time won’t add much value. If you hire someone like that, you’ll regret it pretty quickly.

Soft skills can be hard to evaluate since candidates may not list them on their resumes. That’s why it’s important to ask questions about soft skills in interviews. For example, if you need someone who gets along with coworkers, you could ask candidates to describe a time they had an issue with a coworker. From their answers, you can decide if they’ll get along with your team.

Consider Cultural Fit

Cultural fit is an important part of IT recruitment. A company’s culture is its personality. Some candidates will love your company’s personality, and others won’t. You don’t want to hire new employees and find out afterwards they’re in the latter group. Your new hires won’t be happy, and they won’t add as much value to your team as they would if they were a good cultural fit.

As a CIO, you aren’t in control of the whole company’s culture, but you can control the culture on your team. For example, you could encourage your team to leave work at 5 p.m. and become known for your great work/life balance. You could ensure your team receives many training opportunities and become known for helping your employees develop.

Whatever your culture is, make sure your new hires fit in by asking about culture during interviews.

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Christine Iadipaolo

Christine Iadipaolo

Christine is a senior Account Manager with Ian Martin who is known for her keen eye for IT talent and her killer lipsync skills. She's a trusted partner to some of the biggest municipalities and conglomerates in the GTA for hiring IT talent. When she's not helping businesses hire better, you can find Christine out and about in the city enjoying all the 6ix has to offer.
Christine Iadipaolo