How to recruit IT professionals with IT job market and Challenges and Tips for recruiting

IT professionals

Here we will describe you How to recruit IT professionals with IT job market and Challenges and Tips for recruiting.

Information technology (IT) professionals are responsible for helping organizations use this resource to optimize their processes and solve problems with consumers. Anyone who works in IT has ample development opportunities, since it is an industry that is currently in great demand.

The concept IT professionals is used to encompass all those experts related to the field of information technologies (IT). In English: IT professional.

These IT professionals can perform varieties of tasks such as installing computer applications, creating software, designing computer networks, managing systems, etc.

The IT job market

Even during periods of economic crisis, the technology market remains constantly buoyant . Technological advances dictate the pace of companies, which is why experts in the field usually find opportunities easily.

Among the most sought after experts are:

  • developers ;
  • technical support;
  • information security experts;
  • database administrators;
  • business intelligence analysts;
  • network/system infrastructure analysts.

The area’s growth became even greater after 2020, when companies started to adopt the home office model and decentralize hiring. This change made it possible for organizations to find qualified talent, regardless of the region where the professionals lived.

Thus, the new hiring model has increased competition, however, it has also opened up the range of options for IT professionals who are specialists in a specific niche, such as some programming languages.

It is estimated that opportunities in IT areas will only increase in the coming years. According to IDC Brasil forecasts , the projection is that this market will have a growth of 11% in 2021, compared to the previous year.

Differentials in IT recruitment

It is important that the recruiter understands that each area has its particularities . Thus, companies that do not have a specialized IT recruitment and selection team end up taking longer to find the right professionals and making the process slower and inefficient .

Thus, even if the recruiter is not so familiar with the area, it is important to be aware of some differences that can help in recruiting. Follow up!

1-about the vacancy

The roles and functions of an IT professional are often quite technical , so they can end up confusing even the recruiter. Thus, it is important that, before starting the dissemination of the vacancy, the sector of human resources make a good alignment with the technical manager .

Thus, define with the leader what seniority the sector needs and what requirements are mandatory and desirable . Also, avoid, for example, creating a vacancy with dozens of mandatory requirements and clearly align what knowledge is really necessary for the position.

Also, do some research about the area and learn the meaning of the main acronyms . Understand that you don’t need to know IT in depth, but it’s important to understand how things work and how they connect.

2-about the professional

The IT area is much in demand and, because of that, the best professionals in the market are generally employed , but they are not always looking for new opportunities. In this scenario, it is important for the recruiter to actively seek out their candidates .

In this sense, the approach must also be differentiated, assuming that good professionals are constantly required by different organizations, so they have no time to waste .

Imagine, for example, that you are employed but receive numerous recruiter contacts on a daily basis. In this scenario, you will probably prefer more objective approaches that emphasize the advantages and differentials of the vacancy.

Finally, not providing feedback and positioning on the progress of the process or hiding the name of the company and the proposed remuneration can cause the professional to completely lose interest in the opportunity.

3-About the company

The employer branding is another key tool in the process of recruitment and selection of IT professionals. This term refers to how the company is seen as an employer.

Thus, when approaching a new candidate, it is important to emphasize the organization’s reputation, the work environment and the organizational climate , the company’s culture and the value proposition for the professional’s career.

Challenges of recruiting and selecting IT professionals

A very interesting point about the IT market that needs to be considered is that the training of new professionals still does not keep up with market demand . In addition, the area also suffers from constant mutation. All the time, new programming languages ​​and data organization strategies emerge.

These two factors, together with the lack of knowledge of many recruiters , end up making recruiting in the area a challenge. Below, we’ll better explain the main difficulties of the process.

1-Difficulty in finding specialized professionals

As we pointed out, there are more vacancies and open demands than qualified professionals to fill them. Because of this, finding candidates who are experts in specific procedures can be a major challenge.

Also, as the market evolves, new demands and functions emerge that were not a priority before. This is the case, for example, with data security, which gained more prominence and importance after episodes of leaks.

2-Problems in job description

Another challenge for the recruiter is to align information with managers and describe, in a clear way, the company’s expectations and the duties of the new professional.

Often, due to a lack of knowledge, HR ends up confusing functions and demanding skills that are not compatible with the position. This type of advertisement ends up alienating qualified professionals and causing the number of candidates to decrease.

3-Insufficient incentives

Another issue that ends up alienating candidates and making the recruitment process difficult is the lack of a well-structured career plan and adequate remuneration and incentives.

Thus, as the availability of competent professionals is still scarce, it is important to understand that candidates tend to be more demanding in terms of positions and benefits in the market.

What IT professionals look for in a business

We know that remuneration is a very important factor for a candidate to be interested in the vacancy. However, there are other attributes that make an IT professional’s eyes sparkle.

Some of the points observed is that these professionals value organizations that challenge them and give them autonomy so that they can test, make mistakes and learn during the processes.

In addition, they also look for teams and leaders who inspire and exchange knowledge. Also, they often use indications and evaluations to understand what it is like to work at the company. Other determining attributes are:

  • a competitive salary and full benefits package;
  • an infrastructure that offers state-of-the-art equipment;
  • a work with a noble purpose;
  • collaborative environments that favor creativity and productivity;
  • the possibility of working with new technologies.

Tips for recruiting and selecting IT professionals

You may have noticed that it takes a little more calm and planning when recruiting and selecting IT professionals, right? But after all, how to do this in practice? We list some tips that can make all the difference in the selection process in the area.

1-Search for candidates in the right places

After defining the attributes and requirements of the vacancy , it is necessary to perfect the advertisement and make the disclosure in the right places. So, search for specific groups and sites for IT jobs and don’t be afraid to use LinkedIn .

As already mentioned, an active approach is also a good way to find qualified and specialized professionals . However, the clue to this strategy is in the approach. Therefore, try to engage the professional with employer branding actions and start talking about the company’s projects.

But it is important to capture the professional’s attention and only then talk about a likely vacancy. Thus, you differentiate yourself from other recruiters who contact him daily.

2-Ask for directions

If you already have an IT staff in place, referral programs can be a good way to look for new talent. This is because employees will indicate other professionals who share the same values ​​as the company .

In this sense, to make the nomination process more efficient, the tip is to implement a rewards program , in which the indicator is rewarded for the good performance of the nominee.

3-Check previous experiences

By evaluating and confirming past experiences, it is possible to better understand the candidate’s trajectory and identify which functions and tools he has mastered. The ideal is to look for professionals who already have experience in the routine you need to meet.

Thus, when opting for beginners and students, it is important that HR check some of the candidate’s information, such as internships , research and extracurricular activities and projects created during professional training.

4-Adapt your interview to the scenario

An important characteristic of IT professionals with regard to selection processes is that they feel more open and receptive when they perceive that the recruiter understands, at least a little, about the subject.

So, it’s worth adapting your interview and getting out of the obvious when formulating your questions. Understand that you don’t need to exhaust technical items, and that’s not even your role, but it’s worth using the knowledge learned on the subject to gain more valuable information about the candidate.

5-Apply technical tests

The test technicians are a key part in the process of recruitment and selection of IT professionals. That’s because, not always the person who seems most suitable has the necessary skills .

For this step, it is essential that HR work closely with the existing IT team . Thus, while the recruiter assesses behavioral aspects and soft skills, the manager identifies gaps and improvement points with regard to technical skills.

6-Don’t forget to rate soft skills

The IT area is more technical and requires a lot of meticulousness in the evaluation of hard skills. However, the recruiter cannot forget to assess behavioral skills as well .

Thus, the first step is to verify if the candidate adheres to the organizational culture . When the professional does not share the same values ​​and visions of the company, he ends up earning less and becoming more unmotivated.

In addition, mapping the professional’s behavioral profile with a tool like Profiler is an excellent way to understand how he reacts to situations, what are his strengths and points to improve. In this way, it is possible to create a projection and select only those candidates who have the desired profile and skills to meet the demand for the vacancy.

How to retain IT talent

As already mentioned, the demand for IT professionals is very high in contrast to a scarce supply. Thus, seeking talent retention strategies is essential to keep employees in the company, reduce turnover rates and avoid costs with new recruitment and selection processes.

Below are some retention tips that can work for these professionals. Follow up!

1-Create career plans

Most professionals aspire to higher level positions and professional recognition. Thus, a well-structured career plan, which shows where employees can grow, is an excellent way to keep them engaged in the company.

2-Invest in professional qualification

The organization is not always able to find an employee who has the knowledge and skills to meet all the demands of the sector. However, it is always worth investing in qualification and creating training and talent development programs .

This type of strategy, in addition to reducing costs with new employees, also demonstrates the professional’s appreciation, making them wear the shirt and prioritize the organization.

3-Opt for more flexibility

IT professionals value dynamic organizations that offer a home office work model, do not have a defined dress code, and allow flexible hours. Thus, a good way to retain these employees is to adopt these strategies and prioritize the quality of life of the teams .

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