“Don’t make these Texas-Sized mistakes when making your next IT hire”
There is a wealth of sunshine and opportunity here in the West, at least if you’re an IT professional. With IT unemployment rates at less than half the national average in Austin, Dallas/Ft. Worth and Phoenix, and big names like American Express, Bank of America, Dell and BNSF Railway competing for the same talent, it’s even more important that companies avoid common pitfalls that affect IT worker quality during the hiring process.
Adding to the pressure, recruiting and hiring the right IT talent is one of the most important decisions a company can make to ensure it can accomplish its short term and long term goals. Hiring managers need to make the recruits are the right fit for the company culture and have the specific skillset needed for a given project or role.
Here are three common pitfalls to avoid when making an IT hire:
Not Streamlining the Interview Process
Many companies fall victim to the “corporate” hiring process. They get too many people involved in the interview process making it difficult to schedule, inevitably delaying the time it takes to make the actual hiring decision. The best candidates will receive multiple job offers. If you take too long to get back to your top candidate, they may have already accepted another offer from one of your competitors. Therefore, know your process early on—who each candidate will meet with and how they will be scored—so that you can make hiring decisions quickly.
Not Selling Job Opportunities to Candidates
Austin, Dallas/Ft. Worth and Phoenix are amongst the top IT job markets in the country, meaning the best IT talent can be more selective about job opportunities. Your brand name alone is not enough to attract the best talent. IT consultants look for opportunities to broaden their minds and their skillsets while enjoying a great quality of life. To attract the best talent, companies need to create customized project profiles and job descriptions that sell the expectations and the challenges of each job, company culture as well as the unique perks associated with the job.
Not Starting New Hires Off Right
Consultant satisfaction with a new job doesn’t begin on the first day – it begins immediately after he or she accepts the position. Lack of communication, or miscommunication, can lead to confusion, disillusion, even no-shows and other issues, so it is important for a company to bridge the gap between job acceptance and start dates. Keep your new hire engaged by reaching out regarding the on-boarding process: orientation, where to park, who to look for upon arriving at the office, who their team is going to be, etc. Keep a seamless line of communication open as poor on-boarding can lead to immediate dissatisfaction.
And while it’s not the Wild West anymore, it’s no secret that smart IT talent likes to think outside the box. That’s why it’s smart to set clear expectations of what will be expected of your new hire while welcoming their own creative, innovative solutions to old problems.
These are just a few of the common pitfalls companies make when making new IT hires. We invite you to connect with us to learn more and how to ensure your company is at the top of every new hire’s list.
Pam Gates is the Executive VP of MDI Group’s West Region. If you are interested in learning more about how to attract the best IT talent, contact Pam directly at email@example.com or call us 888-416-7949. MDI Group also has offices and specializes in recruiting IT talent in Atlanta, Austin, Charlotte, Dallas, Ft. Worth, Greenville and Phoenix.