5 Ways to Improve Your IT Hiring Strategy

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Photo by Kelly Sikkema on Unsplash

The pandemic changed the way we search, hire, and onboard IT professionals. COVID-19 has profoundly altered the way we work – and think about work – now and in the future. As a result, it has sparked a rethinking of how businesses attract and onboard new staff. 

The last year’s difficulties have also caused many workers to reconsider their career goals, with a record 4 million individuals quitting their employment in April alone. This has ushered in an era dubbed “The Great Resignation” by some experts, resulting in a higher-than-usual demand for labor. As a result, many companies, particularly those in high-demand technological fields, are hurrying to fill the numerous employment opportunities.

CIOs, in particular, are battling to speed digital transformation and guarantee that the most up-to-date technology is accessible, which is necessary for recruiting tech-savvy employees – and, of course, the customers they are attempting to satisfy.

The ongoing acceptance of the pandemic-caused virtual workplace is also now commonplace. While some businesses are keen to reintroduce employees to the workplace full-time, many others are investigating the flexibility that a hybrid work model may offer to recruiting and hiring by allowing access to a more extensive and more varied labor pool.

5 strategies to update your IT talent strategy

Consider these five methods to enhance your recruitment and onboarding strategies and procedures as we move into a post-COVID-19 future and help your talent acquisition team stay competitive in this changing market.

1. Press the reset button.

A tried-and-true “this-is-how-we-do-things” strategy to recruitment may have worked well in the past, but the reality of today is very different. Rather than focusing just on candidates with the necessary qualifications and experience for a certain position, consider individuals who may have talents and accomplishments from previous roles or sectors that may be used.

2. Recognize who is in control

Recruiters and hiring managers must realize that qualified job seekers are in the driver’s seat in an era where skilled labor is scarce. You must gratify them as much as they need to “wow” you, which means being open to some unconventional tactics you may never have considered before.

Use virtual technology, for example, for job fairs and applicant interviews. This will make it easy for applicants in more distant locations to connect with you. Consider providing non-traditional perks that are especially desired in the aftermath of the previous year’s disturbances. For example, Tech company now assigns a dedicated Health Assistant to workers and family members who have health insurance, providing a single point of contact for all health and benefits issues. Student debt help is another appealing advantage, particularly for individuals just starting in their professions.

3. Be creative

As Tech companies continue to grow their presence in new regions in the United States, they have realized the importance of recruiting individuals from diverse backgrounds and skills. Diverse views help organizations stay relevant and innovative, therefore driving results. Thanks to the internet tools we’ve all gotten accustomed to throughout the pandemic, broadening recruitment is easier than ever.

4. Be open and honest

Ambiguity will lead to disaster. Be obvious about who you are as a firm and what you believe in, including your post-COVID-19 working model expectations. Furthermore, ensuring that job descriptions and requirements are reviewed and updated regularly to provide that they are inclusive and non-biased; at Tech companies use machine learning to make this process faster and more accurate.

5. Customize onboarding

While a more general approach to onboarding may be more efficient, the lack of customization may discourage recruits from getting off to a good start. What works? Employees with the same or a similar role to the new hire will lead information sessions: Divide recruits into smaller onboarding groups to give them more flexibility and opportunities to ask questions and bond with colleagues. Adjust your tactics so that everyone may embark on their new journey with optimism and confidence.