IT solutions are becoming an increasingly fundamental part of our business. Whereas in the past it was mainly technology companies that needed IT staff, nowadays you can no longer do it without a reliable, professional IT as a, grab it, garage or retail store. Parallel to this development, the demand for well-trained IT staff naturally also grows. Now that the competition for those sought-after workers is so killing: how do you tempt them to choose your company? We give you four crucial tips for your recruitment strategy.
Tip 1: There are no ideal IT people
Do you know that an experienced IT person who knows all the right programming languages, fits in well with your team, has the right experience, also has some prior knowledge about your industry and is looking for a nice diploma? It still has to be born. It is precisely for this IT vacancy that you must be flexible with the job requirements and must accept that you have to make significant concessions on your ideal picture. Be smart with that. Focus on talent and try to find someone who fits in your team or your company. A little IT person will acquire new skills as necessary for your position. But affinity with your industry? You have it or you don't.
Tip 2: It takes an IT person to know an IT person
Do you already have one or more IT employees and does that team need to be expanded? Then be wise and let one of those IT staff constantly think along, watch and join in during conversations. Everyone likes being addressed 'in their own language' and that naturally also applies to IT people. It helps enormously if there is someone on the other side of the table who can ask sensible, challenging questions instead of an HR advisor who asks about completely abstract matters. Oh, and that vacancy text? Have it checked by your IT department before it goes online. If there are factual inaccuracies, you can also shake it ... Read this article to learn more about the technical side of vacancies.
Tip 3: Rather a cool assessment than an old-fashioned conversation
The popularity of the traditional job interview has been declining for years. IT people in particular, who naturally have an interest in innovation and renewal, are open to new, striking recruitment processes. For example, let your application process consist of completing a cool IT-related assignment. A good chance that a motivated, creative IT person will find that much more challenging than one letter of application have to write. Your profit: you immediately have an idea of what this applicant has to offer.
Tip 4: Reconsider your employment conditions
If you want to win the battle for the best IT people, you will simply have to come up with above average good working conditions. An IT person is pre-eminently someone who can work excellently from home, for example. Is that sufficiently possible within your company? Could you become more flexible there? And what about your fixed working hours? Being able to follow traffic jams is a huge plus for many applicants today. Consider, possibly together with your HR department, how you can come to a really interesting package of secondary employment conditions. If, as a result, you are ultimately allowed to welcome that top candidate, you will be grateful for a long time to come.
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