It can be difficult to attract IT talent since there is so much demand for it. Firms are worried that they don’t have the IT talent they need to operate at the highest level. IT companies are exploring new tactics to recruit candidates. Below is a list of the most common mistakes made by IT recruiters.

1. Too much emphasis on the technical

IT recruiters often create job postings based on hiring purely technical or computer science candidates. Unfortunately, it’s much more important to draw in candidates with a range of soft skills, in addition to technical skills. A highly technical interview or posting likely won’t lead to the right long term candidate when it comes to senior IT roles.

2. Staying away from job hoppers

When a market is short on candidates, like in the tech industry, it’s natural for highly sought talent to move between jobs. IT leaders who stand by the idea of employee loyalty should rethink their approach. A job hopper and frequent company changes on a CV are not signs of a weak employee. Talent migration often follows new technologies which appear every day.

3. Seeking unrealistic candidates

Often, a company is looking for a candidate that doesn’t really exist, at least not in one individual. According to Sandra Finch, a recruiter at Uktopwriters and Writemyaustralia “the list of skills on the posting reflects what should be two different professionals, and it’s impossible to fill that position. Companies will be much more successful when the job description is in line with the pool of candidates.”

4. Uncoordinated interview strategies
The recruitment process should not be limited to hiring but also planning, budgeting, and better oversight of the interview process.  Candidates are often asked the same questions by every interviewer, which doesn’t leave the candidate with a good impression. Increased coordination would allow different interviewers to ask different questions, which leads to a more streamlined and efficient process. It also reflects well on the company and the position for a potential candidate.

5. Job description focused only on the company

IT companies and recruiters often think the job is there to fill the company’s needs and the job description reflects that. However, with so many companies looking for talent, it’s important to acknowledge the candidate’s needs and what the job will bring them. Job descriptions should reflect that by including information about what’s in it for the new hire to attract someone who is likely to have a lot of options to choose from. It’s also key to add information on work-life balance, and benefits of working for the company.

6. Overpaying candidates

Because the current market is so competitive, many companies end up overpaying candidates to draw them in. This can become a big problem in the company as it destabilizes internal equity and completely disregards pay grades set by HR. Prior to running a job posting for a new candidate, all members of the hiring board should agree on the average salary for the position and have clear limits and expectations surrounding the salary.

7. Having too long of a process

IT managers and recruiters don’t always realize the options that candidates have when it comes to job opportunities. If there are any delays in the hiring process, this can greatly affect the likelihood of a candidate choosing to go in another direction. Companies are starting to realize this and have created shortened interview cycles so they can hire quickly when qualified candidates are available. “This means that they can identify candidates rapidly, hold varied and informative interviews, and follow that up with a prompt job offer if the candidate is the right fit. The more flexible and streamlined your process, the more likely you’ll be to snatch up the best talent” explains Micheal Ledesma, a Tech writer at Ukservicesreviews and Australian reviewer.

8. Posting a weak job description

Similarly to the first point, it’s important that the job description focuses not only on the company and the candidate, but is specific and reflective of the job itself. Too often, recruiters will be vague about the job and the company and won’t provide many details about the role. It’s also important to understand the language you use will reflect the type of candidates you attract. For example, advertising free alcohol and table tennis as job perks will only attract certain candidates and turn away others.