What is the role of HR in IT recruitment, and how can you collaborate effectively?

IT recruiters need to understand the business, the project and the team profile first and foremost. IT recruiters are the first contact with new candidates and the information given to the candidate can make a big difference. Secondly, when discussing IT recruitment, the HR should be involved in team decisions when a new hire request appears to understand why the need arises: it can be due to new feature development or bad team management. Additionally, HR should be warry of career development paths and take into consideration the internal opportunities for current employees and the need for new hires. Thus coming to the pink elephant in the room, namely bigger new hires salary versus current employees, the dynamic of the labor market, etc.

IT recruiters need to understand the business, the project and the team profile first and foremost. IT recruiters are the first contact with new candidates and the information given to the candidate can make a big difference. Secondly, when discussing IT recruitment, the HR should be involved in team decisions when a new hire request appears to understand why the need arises: it can be due to new feature development or bad team management. Additionally, HR should be warry of career development paths and take into consideration the internal opportunities for current employees and the need for new hires. Thus coming to the pink elephant in the room, namely bigger new hires salary versus current employees, the dynamic of the labor market, etc.

In addition, it is highly advisable for a skilled recruiter to possess a thorough knowledge of the competitive landscape within the industry. It would be beneficial to conduct a detailed examination of the organizational structures of rival companies and have a general understanding of salary ranges and associated benefits. Therefore, it's crucial to create a market and competitor position map. Frequently, leaders may hold outdated information regarding salary levels. Also, leaders often attempt to combine the functions of multiple specialists within one role. This is why, as recruiters, having the most comprehensive data about the market we operate in is of utmost importance to us.

HR's role in IT recruitment involves sourcing and attracting talent. - Screen and interview potential employees. - Coordinate technical assessments. - Improve interaction between IT along with other departments. - Manage the onboarding process. - Ensure effective collaboration by communicating regularly with IT teams. - Understand the technical needs. - Align recruitment objectives with IT strategies. - Ensure a favorable candidate experience. - Implement feedback loops to promote continual progress.

In IT recruitment, HR plays a critical role in sourcing, screening, and selecting candidates with the right technical skills and cultural fit for the organization. Communication is key; maintaining an open and ongoing dialogue between IT & HR to ensure both understand the specific needs.

It's important to consider metrics based on accurate data and gather this information over a period of time in order to draw valid conclusions. Often, we have certain historical rules in the company, such as a position should be filled within 30 days. However, we often lack an understanding of how realistic these metrics are and whether they are supported by statistics. Therefore, it's crucial to base conclusions on data collected over at least six months.

HR's role in IT recruitment is multifaceted, bridging technical needs with cultural fit and soft skills. To enhance this process, key metrics should be utilized: Time to Hire: Measures efficiency. Cost per Hire: Ensures budget alignment. Quality of Hire: Gauges if hires meet expectations. Candidate Experience: Reflects employer brand strength. Effective HR and IT collaboration ensures the right talent aligns with company objectives. Continuous data analysis over time fine-tunes these metrics, ensuring they remain relevant and actionable. Others emphasize the importance of data-driven metrics over historical benchmarks, advocating for regular updates to stay aligned with evolving IT needs.

Use the right measures to track your IT hiring. This helps you see how well you're doing. Check things like how long it takes to hire someone, or how much it costs. Also, see if the people you hire are doing a good job. Pay attention to how candidates feel about the process too.

Il faut savoir faire le pont entre les besoins techniques et l’adéquation culturelle et les compétences générales. Les KPI seront des outils parfaits. Délai d’embauche, co?t par embauche, qualité de l’embauche et expérience candidat... Toujours avec le fil rouge de la collaboration en RH et IT. Cela permet de s'assurer que tout s'aligne sur les besoins de l'entreprise.

Trabalhar com Tecnologia é atuar com fatos e dados. N?o existe espa?o para achismos. O SLA, convers?o do funil de candidatos, quality of hire, time to fill, time to hire... todos essas métricas auxiliam muito no dia a dia do recrutador para entender onde existem gargalos e o que pode ser melhorado.

I appreciate your insights on the testing methods you have encountered in your experience. I understand that test assignments and testing can be challenging and time-consuming for candidates. However, our team believes that they are essential to evaluate the skills and abilities of the applicants. Therefore, we require all candidates to complete test assignments and undergo testing as part of our hiring process. We also conduct competency-based interviews and seek expert opinions, but we do not rely on them solely.

As an IT recruiter with over 15 years of experience, I can tell you that effective IT hiring is first and foremost about building and communicating company culture. You can say about any good developer that he or she or whoever is a smart person. And a smart individual wants to work together with other smart individuals. To learn from them, to share experience, to grow as a professional. One and the most essential task of HR is to build trust between the potential candidate and the team. Let them see the value in each other. You can do everything right, know everything about technology, apply the latest interview techniques, but without real mutual respect between the team and the candidate, none of that matters.

In my experience, I have encountered various testing methods numerous times. Based on my experience, candidates nowadays are becoming less willing to complete test assignments and undergo testing. Therefore, our team now places greater emphasis on competency-based interviews and expert opinions.

Use good ways to test people applying for IT jobs. This helps you see how well they can do the job. You can look at their resume, test them online, and talk to them. This way, you can make sure you hire the right people for your company.

Si l'on parle des compétences techniques, alors oui, il faut impérativement avoir une méthode sur les tests et les entretiens. Là encore, entourez-vous de votre équipe IT. N'utilisez pas de tests techniques en ligne peu personnalisés sur vos vrais besoins. Faites en interne. Si vous devez le faire faire sur site, prévenez en amont.

I also believe it's important to attend industry conferences, as it helps identify common themes for discussion with the team. Reading articles and engaging with industry leaders helps build strong and long-lasting relationships with the team. Furthermore, active communication with the team fosters the exchange of ideas, enhances mutual understanding, and contributes to collective effectiveness. Regular discussions and meetings cultivate an atmosphere of mutual trust and support, which, in turn, leads to more successful and productive collaboration.

Work together with your IT team when hiring. They know what skills are important and can help you find good people. Ask for their ideas on who to hire and how much to pay. Involve them in testing and training the new hires. This can make your hiring process better and build trust with your team.

Vous devez commencer par ?a. Entourez-vous de vos équipes tech. C'est l'étape zéro de votre recrutement et ?a doit vous suivre tout du long. Même si vous êtes un ancien dev reconverti ;)

Based on my experience, I can say that knowing all industry trends and innovations is nearly impossible. That's why I rely on the practice of having lunch with colleagues and asking them about their work. I also make an effort to maintain relationships with candidates who didn't become employees of the company, in order to glean industry news from them and to stay connected with potential future hires.

Stay updated on what's new in IT. Know what skills and tools are important for your company. Understand the challenges and opportunities in the industry. Look at what others are doing to hire good IT people. This helps you learn and improve how you hire.

Pas besoin de connaitre toutes les tech qui existent et qui arrivent. C'est de toute fa?on pratiquement impossible. Par contre, soyez incollable sur les besoins tech de votre entreprise et suivez l'évolution. Entourez-vous en interne. Encore ,)

O RH cada vez tem se aproximado mais de TI, adaptando suas metodologias, usando suas ferramentas e cerim?nias. O resultado disso, no meu caso, tem sido muito positivo. Ferramentas como o trello, miro, jira tornam meus dias muito mais ageis e consigo entender cada vez mais sobre o negócio quando falo a mesma língua das áreas técnicas.

Really, sometimes getting feedback from the IT team makes you wish you had telepathy skills. You encounter this all the time with a new team, but it's impossible to get used to. "Doesn't fit." That's all. Gradually, as you grow as a professional you start to get a sense of what's behind it. Maybe the candidate is professionally weak, maybe he didn't seem thoughtful enough, maybe the team doesn't understand his motivation. Maybe the candidate is really, really good, but their thought process is too different. It takes an open mind and a lot of listening to begin to understand important nuances unique to each team. But when you succeed, communications become an order of magnitude easier.

Ask for feedback to make your hiring process better. You can get it from your team and the people you hire. Also, look at the numbers to see how well you're doing. This helps you find the best people for your company.

Estar sempre em contato com o mercado e solicitar e dar feedbacks é uma ótima forma de manter-se atualizado e por dentro de novas práticas.

In my opinion HR can collaborate effectively with IT managers, team leaders, and candidates by understanding the IT requirements and expectations of the organization and the specific roles to be filled. conducting the market research and benchmarking to identify the best sources, channels, and strategies for IT talent acquisition.