4 Mistakes To Avoid In IT Recruiting

Vadim Lobarev

If you experiencing challenges in IT recruiting, probably you do one of these mistakes. When you identify and eliminate these recruiting mistakes you may see a growth in your recruiting efficiency.

In IT recruiting it’s easy to make the same mistakes over and over again simply because we are human, and we make mistakes.

It’s comforting to know that other companies are making these mistakes as well. These four examples should give you an idea of how you can avoid making simple errors that can cost you a great candidate if you want to hire developers in Ukraine.

1. You target only active candidates

If you use job boards as the only tool to attract candidates you limit your search by active candidates.

There are about 25% of people who are looking for a new job and visit job boards.

If you want to increase the number of candidates in your recruiting funnel you have to work with passive candidates.

Passive candidates are specialists who are not actively looking for a new job but are ready to review interesting career opportunities.

Also, we advise you to read this article if you want to make sure that your vacancy has reached the best of the best.

2. Your interview is like an exam

At the interview, you ask the candidate questions to learn more about his/her experience, knowledge, and motivation.

But you can forget to sell your vacancy.

You don’t emphasize your career opportunity is probably the best choice for the candidate.

If your competitor does the “selling part” better than you, then a candidate may accept a job offer from a competitor company.

3. Large intervals between interviews

Do one-two week pass between different stages of the interview?

During this time, a candidate may receive a job offer from another company that offers a similar or worse vacancy but has a faster-recruiting process.

4. You use a “hope recruiting” 

How often have you extended a job offer to a candidate who was not ready to accept it?

If you extend an offer, hoping that it will be accepted and waiting for an answer you limit your chances to fill a vacancy.

Before you extend an official job offer you have to get confirmation from the candidate that he/she is ready to accept the compensation package level you want to offer.

To eliminate such mistakes at IT recruitment agency MindHunt we use a special technique called “trial close”. If you are interested to learn more please contact us for a free consultation. We use a proven recruiting methodology to fill vacancies for our clients. 

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Conclusion:

In order to hire the best candidates available on the market, you have to eliminate some recruiting mistakes. You have to work with active and passive candidates, pay attention to the “selling part” during your interviews, do IT recruiting fast and extend job offers only to candidates if they are ready to accept them.