If you run an IT business, you know that finding the right programmers for the job is paramount to success. There’s always a struggle to find talented developers capable of meeting the high standards of your team—and it can be a challenge to even know where to look.
That’s why, today, AboutHR is here to help. This guide will not only help you understand the process of IT recruiting and what goes into it, but also give you some seriously helpful tips on where and how to find the right fit for your team—no matter what programming language or area of expertise you’re looking for. We’ll go over best practices for IT recruiting and show you how to easily identify top talent that meets your high expectations.
Planning the Recruiting Process
For the IT company looking for the right programmer, the first step is always to plan ahead. Going into a recruitment process without a plan is like setting off into a wood without a compass—you might find your way, but it’s not likely to be smooth sailing.
Start by mapping out which specific skills and personal qualities you need for the job role. It’s good practice to identify both the combination of technical abilities and soft skills that will make an applicant stand out from the competition. Once you have these criteria laid out, you can start looking for candidates that meet your standards. Here are some tips on how to compose an effective job description:
- Articulate the job responsibilities
- Focus on what you want the candidate to accomplish, rather than listing what they need to know
- Include information that will help candidates see how their skills fit within the role
- Don’t forget to emphasize why working at your company is attractive
Reaching Out to the Talent Pool
It’s time to take the plunge: you need to start reaching out to tech talent in order to find the right programmer for your IT company. But how do you go about doing it?
The best practice here is to leverage your existing relationships. That could mean asking former colleagues if they know a programmer who would be a good fit, or networking with recruiters or other industry professionals. You can also target passive job seekers by reaching out directly via email, professional networks, and job sites.
It’s important to keep an open mind when it comes to potential candidates—you should cast a wide net when it comes to the types of experience or backgrounds that could be beneficial for your project. Look beyond degree credentials and consider those who have real-world experience and self-taught coders.
Be sure that you create clear expectations around the job so candidates know what they’re getting into—this will help ensure that you find the most qualified person for the role!
Assessing Technical Skills & Qualifications
It’s important to identify those with the right technical skill set for the job, so you can be sure that the talent you bring into your company is up to the task.
Here are a few best practices when assessing a potential programmer’s technical skills and qualifications:
Review Credentials
You want to make sure there’s evidence of a candidate’s technical abilities on paper. Look for certifications and other industry-recognized credentials, as well as any software development experience they may have had in previous roles, from internships to full-time employment.
Conduct Technical Assessments
Focus on the type of programming language they specialize in and their level of expertise before determining if they will be a good fit for your team. You can also use online coding tests or assessments to get a better handle on a candidate’s coding capabilities.
Consider Soft Skills
Finally, don’t forget about assessing soft skills such as communication skills and problem-solving ability. A great programmer should also have strong interpersonal skills and leadership qualities, so they can work well with others on your team and be an effective leader when needed.
Making an Offer & Closing the Deal
Making the right offer to a programmer can be tricky, so here are a few tips for negotiating successfully.
Approaching the Offer
When making an offer, always be respectful and professional. It’s important to explain why you are offering a certain package—be sure to emphasize the value that the candidate brings to your company.
Negotiating the Offer
Negotiation is an essential part of any offer process. Be prepared to discuss things like salary, benefits and perks, vacation time and any other relevant topics. Make sure you understand market rates for similar positions in your area—this will help you form an attractive deal that’s attractive to your potential employee without overpaying them.
Lastly, be sure to respond promptly and accept or decline offers quickly. This shows respect for your candidate’s time and will help create a positive experience with future applications.
Conclusion
The reality is that it’s not easy to find the right programmers for your IT company, but with the right approach, it can be done. By taking the time to understand both your needs and the skill-sets of potential candidates, you can ensure that you make the right decision when it comes to IT recruiting.
A recruitment agency is always a good choice. A team of professionals will help you build your dream team. AboutHR is always here to help you!
