Based on interviews with CEO Mike Mühlberger and CHRO Bianca Schmidt
Hey there tech-savvy HR professionals! Are you on the hunt for top talent to join your company's ranks? It's no secret that the tech industry is a competitive field, both for job seekers and for companies trying to snag the best candidates. As an HR pro, it's your job to navigate these choppy waters and bring the cream of the crop onboard. But let's face it, hiring for tech roles can be tough. It's easy to make mistakes, and unfortunately, we see a lot of the same ones being made over and over again.
Why are there so many hiring mistakes in tech? Could it be because companies are rushing to fill positions faster than you can say 'JavaScript'? Or maybe it's because they're not thoroughly vetting candidates and just hiring the first person who can spell 'Python'? It could also be that they're not being clear enough about job requirements, causing confusion and misunderstandings. And let's not forget about the lack of onboarding and training support – without it, new hires are left floundering like a fish out of water. So next time you're wondering why there are so many mishires in tech, just remember: it's a combination of poor planning and neglect, like a recipe for disaster (but with fewer cookies). Don't be a part of the problem – make sure you're taking the time to find the right fit for your team!
So, without further ado, here are the biggest mistakes HR teams make when hiring for tech positions (and how to avoid them):
- Not fully grasping the job requirements. Before you even start the hiring process, make sure you have a solid understanding of the skills and experiences your ideal candidate should have. If you don't know exactly what you're looking for, it'll be like trying to find a needle in a haystack (or a bug in lines of code).
- Relying too heavily on resumes. Don't get us wrong, resumes are important and can give you a lot of information about a candidate. But they don't always tell the whole story. Nobody likes doing CVs, especially not a developer. Keep that in mind. Be sure to conduct thorough interviews and ask technical questions to get a better understanding of a candidate's abilities. Don't just blindly trust the information on their CV - you might be surprised by what a candidate is capable of beyond what their CV reveals.
- Ignoring diversity. It is key in building a strong tech team, and this includes diversity in thought and experience. Don't make the mistake of only considering candidates who have the same background as your previous hires, there is a vast majority of technologies and approaches in tech. Think outside the box and consider candidates with different experiences, perspectives, and approaches.
- Not offering competitive compensation. Tech professionals have a lot of job options, and if you're not offering competitive compensation, you're likely to lose top candidates to other companies. Consider that, in many ways, you are applying to the candidates, instead of them applying to you. Make sure to research and offer a salary that will attract top talent. You don't want to lose out on a great candidate because you lowballed them on salary.
- Not setting clear expectations. It's important to be upfront about the expectations for the role and the company culture. If a candidate doesn't know what's expected of them, they may not be a good fit for the company. Be transparent and make sure they know what they're getting into before they accept the offer.?
- Only staring at the facts before you. Don’t overrate the interview, Developers often are introverts or don’t possess excellent communication skills. You might be missing out on a great candidate if you don’t evaluate their code writing and problem-solving skills - that is the language they talk. Make sure to understand it.?
- Overlooking a candidate's motivation and eagerness to learn. In the constantly changing tech space, it's important to have team members who are flexible and willing to learn and explore new technologies. Someone who is resistant to change and learning raises some eyebrows, and not in a good way. Look for potential in candidates, even if they don't have all the skills you're looking for right now. With the right guidance and mentorship, they could become rock stars in their field.
- Ignoring the cultural fit.?Skills are important, but compatibility with your company's values is just as crucial. We've seen first-hand how a great candidate on paper can turn out to be a poor fit due to incompatibility with values. In the end, it only leads to time and revenue loss. For example, we have had candidates in the past that got 100% for skill assessments, etc, and were true rockstars skill-wise, but when we started looking at the bigger picture of the company's value systems they were not a right match, and we had to reject them.
- Being afraid to ask for help. Are you a growing tech company with more projects than you can handle? Tech Staff Augmentation companies can help you flexibly scale your team up or down as needed, ensuring you have the right skills and expertise for every project. But if you really want to take your team to the next level, give us a shout
. We'll help you build a dream team of international tech experts, complete with thorough assessments, onboarding into your culture, and ongoing training and coaching (and with the added bonus of our international hiring pool, you'll be hitting it out of the park). Together, we'll find the perfect fit for your fast-growing company. If you are thirsty for more reading, check out our blog post on the 9 Benefits of International Tech Staff Augmentation.?
Hiring for tech positions can be a challenging task, and it's all too easy for HR teams to make mistakes along the way. To avoid these pitfalls, it's important to have a thorough understanding of the job requirements, not rely too heavily on resumes, consider diversity in your candidates, offer competitive compensation, and set clear expectations for the role and company culture. By following these tips, you'll be well on your way to finding the perfect candidate for your tech positions. Happy hiring!
