IT recruitment 101

It’s been 7 years since I started working in this field and I still see the same mistakes being made over and over again. 

In my experience of working with hiring managers, I have challenged the following:

• Insane expectations: saying nothing about the role but asking from the candidate to know millions of technologies.
• Delusion: thinking that there is a long list of candidates waiting to join your team, even though you don’t share any info on what the opportunities of development would one have in that role.
• Salary: wanting the best of the best but offering a mediocre salary.
• Brand: thinking you are Google or Facebook or thinking candidates know what your company does.
• Steps in the recruitment process: having 5 + stages of interview.
• Feedback on interviews/CVs: reverting back with feedback after weeks and expecting candidates to still be interested.
• Irrelevant Job Descriptions: generic job descriptions copied from another company or a past role.
• Not knowing who you need for your team: not understanding what skills you lack in the team, what skills you can teach and what opportunities you can offer as manager and company.

All the above challenges require uncomfortable discussions with the managers, so let’s give it a go: 

• Insane expectations

Don’t expect to find someone that wears five hats in a company. As a manager you need to wake up from this fairytale. 

Ask yourself, what are you asking from the new joiner? How many technologies? How could one possibly know them all? 

Also, make sure to properly forecast the number of openings you need.

• Delusion 

I don’t like the "war for talent” statement, never did. It feels apocalyptic. There is only high job demand and low supply. 

Because of that, candidates have the luxury to pick the roles they like most and the companies that seem most appealing to them from the technologies stand point, projects, etc. 

If you have a crappy project or you activate in an old fashioned industry, don’t act as a demander. Think about the reason anyone should join your company (beside the fruits at the office, the ping pong table and so on). 

I mean a real purpose and value. Ask yourself why are you working in this company, what does this company or this project mean to you? 

Simple. People need a good job that offers growth, not a bunch of fanatics that live, breathe and die for a company. No, they need a good job, with a normal working hours, where you are heard and respected. Now, here you get a lot of flavours, because what motivates one might not motivate someone else.

• Salary: raise the bar, move locations if the case or adapt your need to your budget
• Brand: know who your company is. 

I understand how people can be fanatic about their companies, I like that, don’t get me wrong. It’s just irrelevant if you invest a lot of money in marketing. If it’s false advertising, then it’s even worse. Just know who the company is in this huge world of services and opportunities. Find out whatever makes you happy in that company and sell it.

• Steps in the process: keep it simple, stupid. Maximum three steps in the process
• Feedback on interviews/CVs: be respectful 

You were also a candidate, just say something. Stop putting candidates on hold hoping you will get more candidates to “compare”. It’s wrong. Think about your younger version. Also, explain why you’re rejecting and provide an advice as a senior member in this branch, you owe it to your peers.

• Irrelevant JDs: it’s simple, what will this person do? 

Daily, from 09 until 18? Picture it and write it down. Then ask yourself: what would this person need to know? But realistically, don’t put stuff candidates won’t use or need. 

Think about what you can pass on as knowledge, because that is how you keep people interested. Teaching them, showing them how to grow. 

Why would someone change jobs, if they are already doing the same thing somewhere else?

Not knowing who you need for your team: I get that, so ask for help. 

Ask your recruiter or the HR Partner to help you out. 

Sometimes we just need other views. You don’t need to know it all. Even if your role is senior in the company, it doesn’t mean you need to master the recruitment process.

It takes two to tango. Run the tango for something more than just hiring someone, it’s about someone’s future. 

Also, as a recruiter, since I experienced both in-house and agency, here’s some advice to all recruiters out there. Stop playing the nice guy all the time. It’s time for responsibility and ugly truth. Have the guts to call out the things that go wrong in the industry and then this can change. 

We often forget we are the experts in this field. How can you not be? 

From morning till afternoon you recruit, talk with candidates, managers, clients etc. 

You are the expert, so act like one and speak out to your managers and internal client and share the reality of the situation. 

Share market insights, challenges, suggest ideas and improvement, speak out. 

I know it’s uncomfortable to confront someone. The first reaction is to reject the idea, because it can cause possible unpleasant discussions. 

Great, now move past it.