5 Tips for Finding Qualified IT Staff

If you’re reading this, you’re probably wondering how to find qualified IT staff. You may also be frustrated because recruitment can be time-consuming. If this describes you, you’re probably going about the process the wrong way.

We love a smooth and flexible recruitment process, and we can let you in on a few secrets. So, here are our 5 easy tips for finding top tech talent:

• Be specific in the role description
• Say why your company is worth it
• Choose the best job boards for your recruitment ad
• Find qualified IT staff through employee referrals
• Prepare role-specific IT tests

Let’s dive into what each step entails.

Be Specific in the Role Description

Believe us when we say that candidates are tired of reading vague job descriptions. Why? They tell them nothing about the role they’re applying for. Instead of saying, “software development and other duties”, specify those duties. Your potential IT staff wants to know what they’re getting into beforehand. 

You also want to include the relevant technologies necessary to carry out the role. Again, saying “experience in different technologies” doesn’t cut it. Identify the distinct programming languages, databases, software, frameworks, and technologies that you require your IT staff to be skilled at.

Say Why Your Company Is Worth It

Next, emphasize why they should choose your company. You don’t want to overdo it here—you’re not preaching. Still, highlight, for example, what sets you apart from the competition, the benefits the candidate will enjoy, the growth opportunities at the company, and your company culture. Think of it as a sales pitch from your company to the candidate.

Since this is a role for IT professionals, things like following Agile frameworks or being on top of trends are important. You want to ensure that the candidate respects or admires the way you work. It also won’t hurt to mention one or two certifications the company may have.

Need more help finding qualified IT talent? Let us help you.

Choose the Best Job Boards for Your Recruitment Ad

Now, here’s where you figure out where to find tech talent. I’m sure you are aware of some of the many recruitment platforms out there. LinkedIn, Indeed, Glassdoor, and plenty more. You can’t post on all the sites that exist. So, you want to choose ones that work for what you’re looking for. 

A good place to start is posting on a few sites and testing to see where you get more qualified candidates. To narrow your list, start with those sites that offer just the right features to fit your needs. For example, if you’re looking for remote workers in specific countries and cities, use only sites that let you target candidates in those places.

Don’t forget your budget. Look for those platforms that offer you enough reach for the right price.

Find Qualified Staff Through Employee Referrals

Next, use your employees. Employee referrals are one of the most cost-effective recruitment strategies for finding top talent. It almost acts as a pre-filter for your candidates. For example, if you want to find software developers, your employees are already aware of the requirements for the role, so they are able to refer qualified candidates. Employees acquired through referrals typically stay with the company longer, not to mention, you also save time and costs on recruitment. You can also find allies and companies in your industry that provide you with qualified staff solutions. WebCreek, for example, offers expert and efficient IT staff augmentation services and dedicated teams that can take your project to the next level. We also have more than 25 years of experience delivering top-notch IT solutions; so you’re fully covered!

Prepare Role-Specific IT Tests

Finally, tie your process together by testing your candidates. There are so many IT-related jobs now that even the term “developer” encompasses various individual roles. There are frontend developers, backend developers, and full-stack developers, and within these categories, a huge number of variations by programming languages, frameworks, interfaces, seniority, or working styles.

Now, imagine going through 200 applications just to select the ones you want. That’s definitely a nightmare! To filter candidates, create specialized tests to evaluate their skills and knowledge related to the tasks they will perform. An excellent example of this is Microsoft’s aptitude test. People applying for a job there must pass it. With a similar method, you can find top developers to join your team.

Conclusion

There you have it! Recruitment and selection can be much less complicated if you consider these simple tips. If you still want to take off the workload and hire vetted IT talent easier, more cost-efficiently, and under the highest security protocols in the industry, remember that we can help. Find out more about our services here.

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