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Tech talent is a valuable commodity these days. With the widespread use of mobile devices and an increased dependence on IT infrastructures to run business operations, the demand is barely keeping up with the available supply.

Some of the most in-demand skill sets include those who possess cloud and mobile expertise, specialists with knowledge in security and Big Data, as well as project managers and business analysts who can help bring valuable IT projects into fruition.

This is why attracting capable and highly skilled talent requires quite a bit of planning and the right execution. You need to do your due diligence to find the right people for the job, but you also need to be wary of not being so stringent as to turn off good talent.

There will always be those who might not look good on paper, but could turn out to either be exemplary employees or your go-to IT personnel whenever you’re in a bind.

How do you balance these elements without committing a costly oversight? Here are some of the most common mistakes that many hiring managers have fallen prey to, along with a few tips to avoid them.

1. Not offering compensation commensurate with industry standards.

IT expertise is in demand right now, and finding highly qualified talent is no walk in the park. Don’t make the mistake of not checking industry standards for specific roles, especially for those that require specialization.

If your offer is way below the acceptable standards, you might either end up with a sub-par hire or risk having them poached to the next highest bidder.

On the other hand, offering too much might make your new hire happy, but your company’s bottom line might not end up being profitable. If you know what rates to offer for which types of specialists and IT experts, you have a better chance of getting the services of an experienced professional who can prove to be a valuable part of your organization.

2. Failure to include cultural fit into your hiring decision.

You might have hired someone with the perfect skill set and the right experience, but have you considered how well he or she will gel with your current team?

Even the most capable hire is not likely to be a motivated worker if he considers himself a square peg trying hard to fit into the round hole.

Make sure that you put team dynamics and cultural fit into account when making your hiring decisions. Find out if the new member’s personality would complement your current team. Doing so would increase their chances of not just surviving, but thriving within your organization as well.

Your team will benefit from having a motivated, productive worker who can contribute significantly toward realizing your team goals.

3. Paying IT consultants upfront before you start production.

If you’re hiring an IT consultant on a contractual basis, don’t pay upfront before the onset of production. This might seem like common sense, but it’s not unheard of for some managers who don’t have a working knowledge of IT jargon to give in to demands without seeing actual results first.

Many experts require upfront payment, and when they do, it must be properly justified. One way to protect yourself is by paying half, and giving the rest after the project is done.

You can go a step further by adding a clause for demanding a reimbursement if results are not up to par. Whatever you decide on, make sure that everything is put down in writing and duly agreed upon by both parties. This way, both of your rights are protected, and expectations are laid down clearly as well.

4. Putting too much emphasis on experience over trainability.

IT is a fast moving industry that is constantly evolving. Programming languages change quickly, so putting too much focus on experience when making a hiring decision might not be a foolproof way of proving a potential hire’s competence.

Instead of overvaluing experience, look for those who are highly trainable. Flexibility and quick adaptability are just as important as past experiences when seeking to hire IT experts.

5. Putting too much value on credentials without testing for real proficiency.

Some candidates might look good on paper, but this does not always translate to high performing IT experts. Credentials in the form of Ivy League schools or a list of programming languages they’ve mastered are no longer the only gauge for competence.

Today, there’s an infinite number of tests to check if a potential hire is a right fit or not. As mentioned, trainability and flexibility often trump credentials in the IT field.

6. Confining your search within your immediate location.

Don’t limit your talent pool within certain geographical boundaries. Software developers can work efficiently from practically anywhere, and can interact with work colleagues effectively from various sites. Some might even work from different time zones.

Consider establishing a back office in a highly-skilled country like Philippines. It’s never been cheaper and easier to do so as it is today.

7. Failure to set the right expectations before the interview.

Be upfront and crystal clear about expectations from the very beginning. If your potential hires are required to undergo a series of tests or several rounds of interviews with various departments, tell them so.

Something as simple as making sure there’s someone to greet the candidates upon their arrival can make a difference in how they will size up your company.

Make an effort to ensure that the people who will conduct interviews are in alignment so that the same questions are not asked over and over again. Roles should be clearly delineated so that those who are expected to ask technical questions versus those who are assigned to ask about soft skills know exactly what to ask during the interview.

If your company has a limited network of IT Experts from which to draw and hire from, then it might be better to leave the job to expert search firms such as Manila Recruitment. These recruitment firms are fully equipped with knowledgeable professionals and HR staff who are well versed on the requirements from applicants in various industries.

You’ll be assured that aside from following the tips outlined above, they are capable of looking for the right people you need for the organization you represent.


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Manila Recruitment is recognized as the leading recruitment firm in the Philippines for headhunting, executive search, expert, technical and IT recruitment. We share an unrivalled passion to help your business succeed by understanding your goals, then sourcing and providing you with your number one asset – driven, dedicated and exceptional people!

Experience the Manila Recruitment difference, and give your business in the Philippines a competitive advantage by contacting us today. Whether you are exploring an offshore solution, or are an established entrepreneur, SME or Multinational in the Philippines, our team has the experience and a tailored recruitment solution to introduce you to the top talent in the Philippines.

Contact our Manila Recruitment team at hello@manilarecruitment.com.

Patrick Jess Dimayuga | Recruitment Experience Manager
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