Spotlight on IT recruitment: finding the needle in the haystack

How do you define ‘hard to recruit’? According to Meadows, the toughest positions to fill are quite simply those job functions that are in demand but short supply. The search gets even more challenging when the possibility of training or retraining existing staff or new hires to grow the requisite skills is rejected as time consuming or prohibitively expensive.

So, how can you increase your odds of finding – and securing – that elusive new hire that will make a difference to your business? That the job requires a decent package goes without saying, but what else? Trevor Meadows says it’s as easy as ABC(DE)...

STEP A: Know the market

Where will you find the ideal individual for the role?
Think about the kind of company they might currently be working in, the industry forums they might be involved with and the kind of websites they might frequent.

What role are they likely to be doing now?
Consider what sort of role might lead to the one you are seeking to fill, as well as looking for people already in the same role or similar roles to that which you are looking to fill.

What experience exactly do you need?
Ask whether sector-specific experience is relevant/more relevant than technology-related training and skills – could raw talent be easily retrained to fit your exact job description?

STEP B: Push back to set up for success

Question the salary & benefits
Strive to make the overall package work hard for you in enticing the perfect candidate to come forward – and accept the available position.

Understand the environment & culture
Not all skilled professionals are suited to all environments, so be clear about the commercial context you are recruiting into and its likely impact on the individual.

Recognise performance
Create added sparkle around the package by building in the right amount of formal and informal recognition for achievements and (over-)performance.

STEP C: Work in partnership with your recruiter/agent

Collaborate and cooperate
Get close to your recruitment partner, and allow them to get close to you, so that together you can find the perfect fit for your particular environment and culture as well as your job description - first time round.

STEP D: Employ a touch of smart preparation

Take time to set the scene
Follow steps A to C to ensure you’ve covered all the important bases at the outset: the market, the benefits and the agency relationship.

Qualify candidates
Before you even begin the interview stage, make sure you have screened your candidates not just for technical skills but also for that unique ‘magic’ that will make them a perfect fit for your business. For example, Meadows conducts an intensive 60 minute qualifying interview with each of the strongest applicants, covering a wide range of contextual and attitudinal questions, before submitting a list of recommended candidates for first interview.

STEP E: Get the process right

Make it fast, fair and open
Following the rules of collaborative, cooperative recruitment mentioned above will ensure the process runs optimally and produces the ideal win:win:win for you, your recruitment partner and, ultimately, candidates.

Keep it simple
Everyone benefits from a clear, transparent process – especially your business – as it will create a powerfully positive first impression that is likely to influence subsequent decision-making. The last thing you want is to find the ideal candidate but discover they don’t want you!

This article was written on behalf of Trevor Meadows. For more information on Meadows’ recruitment services, contact Trevor Meadows on 01647 221360.