TOP-10 factors affecting the speed of filling an IT vacancy
Companies that have lost any hope to find a new IT employee often contact Lucky Hunter. Someone can't find a worthy candidate for three months, someone cannot recruit a new colleague for over six months. Knowing what could be the reason for a long search, we help companies adjust their hiring processes and, as a result, successfully find candidates for our clients.
Realizing how many companies suffer from an unsuccessful search for their ideal candidate, we decided to write a separate article. for you. In our new article, we'll tell you about 10 main reasons why you can't find an IT specialist in a short time.
The project attractiveness is one of the key metrics of the candidate when he/she considers a new offer. The problem is that this metric is quite subjective. Which project is interesting and which is not? How to determine the "interestingness" of your project?
We believe that most of us intuitively understand which project has a chance for being in demand among candidates, and which one doesn't.
For example, keeping a website work for a country house rental company sounds more boring than developing AI technologies at a food-tech company.
If your project is not very competitive, try to work on the job description. A well-structured offer and interesting tasks can often attract at least Junior-Middle specialists.
it's nothing to panic about long search for a rare specialist like a VP of Marketing or a Game producer. These are quite rare and highly demanded specialities. It can take up to six months to fill such vacancies, and this is fairly commonplace.
You can panic if for more than three months you can't find a specialist for a popular position, such as Python or Java developer. It's worth considering that perhaps you made a mistake in the salary ranges formation or set too many requirements for a specialist.
In any case, keep in mind: the more specific your vacancy is, the more time-consuming the search for an employee can be.
By the way, for such cases, we at Lucky Hunter have an Executive Search service. The result surprises even sceptics :)
The ability to work remotely
We won't' get tired of repeating that remote work is becoming a less alternative option. The pandemic has brought more than just masks, medical gloves and sanitisers to our world. The pandemic has shown that working from anywhere in the world is not the world of the future, but our world reality.
If you haven't started looking towards remote hiring yet, we recommend that you do so, and as soon as possible.
You can put it on the back burner, you simply risk "waking up" when the whole world already lives by different rules, and your conditions will turn out to be untenable.
Moreover, the ability to work remotely doesn't mean the closure of all offices and the transition to a "stressful mode". You can try a mixed work format: the employee works partly from home, partly in the office.
The IT industry has an unspoken gold standard for interviews. This is a screening and technical interview. Ideally, if you stick to this standard, without reducing (you risk hiring the wrong employee), and without lengthening (you risk losing a worthy candidate) the number of stages.
Let's note that the test task in the "list" of stages will rather turn up the heat. We think that if you have been working in the IT field for a long time, you have already heard more than once from colleagues that this is not the most effective way to test the candidate skills. Rather, it is an effective way to scare worthy specialists off :)
The speed with which you give candidates feedback on interviews (hopefully you do so) affects the speed of hiring. Some people think that after being interviewed by the company, the candidate waits for the interview results. In reality, the candidate is actively going through other interviews, and after a couple of days, he/she may even accept another offer.
The speed of giving feedback is not the only criteria. Long-term coordination of the date of the interview with the same force affects the speed of recruitment. If you decide to hire an employee, try to think in advance about the time you can interview them.
Remember, speed is your bargaining chip and your "enemy" at the same time. It is very important to use the resource wisely.
Not every IT specialist wants to work for a world-famous company. There are many developers who like small startups and teams. But this doesn't mean that being a no-name company is good. The presence of your company on the Internet, positive reviews from former or current employees, a good reputation and satisfied users of your product - this is what a candidate should find about you on the Net.
Think, before getting the services of a company, you will most likely surf the Net and choose the contractor with the best reputation. This also works when a person applies for a job.
Sign up on Glassdoor, write articles on Medium, and this will help you become a more recognizable brand.
These factors include the currency in which the company pays employees, the type of employment (corporate employee, individual entrepreneur, etc.), schedule (flexible/tough), IT perks.
Note that these factors indirectly affect the hiring speed. If everything else is at the highest level at your company, then there is no need to worry about the absence of VHI or work on individual entrepreneurship.
We have named the 10 most common factors that affect the speed of searching for an IT employee. But we also have the eleventh, most important one - cooperation with Lucky Hunter! They say that when working with our company, vacancies are sold like hotcakes :) Contact us for a quick and effective selection of specialists!
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