Job search portals are a thing of the past, avoid it
Perhaps the most popular way for employers to start a search for candidates is to upload an ad to the platforms for that purpose. Then it is enough to write down the specific requirements for the proposed job position, the benefits provided and the benefits and salary ranges. The next step is to wait for resumes (CVs) of candidates interested in the job position to start being sent.
Considering the huge competition of companies in the fight for information technology positions, this is a deep and dusty past, says Mindaugas Šestilo, head of personnel at Telia Global Services Lithuania. This method of searching for specialists does not at all guarantee that the potential employee will be reached, then interested, and finally – that the submitted offer will not be overshadowed by a competitor’s offer.
“Since potential IT professionals have so much to choose from, they will always value an employer that is more attentive or proactive. This means that when looking for such employees, it is much more efficient to focus efforts on the effective work of the company’s talent search team and its active contact with potential candidates, without waiting for the CV to be sent,” advises M. Šestilo.
According to M. Šestilo, personal attention also works well together with academies created internally by companies, when young IT specialists are invited to learn and gain knowledge from experienced colleagues. And after the training, after assessing their abilities, a specific job is offered. “After all, who knows a promising IT employee better than someone working in the field themselves?” Therefore, another very effective way of attracting new colleagues is to encourage the employees of your company to recommend the workplace to a friend and receive a corresponding monetary bonus or prize for this,” M. Šestilo shares his advice.
Be specific – don’t change the requirements
Sometimes in the labor market, there are cases when companies add new, additional requirements to the job position already in the middle of the employee search process and after the interviews with potential candidates have started. The expert urges attention to the fact that such a lack of specificity and new requirements that appear in the further selection process or their changes can immediately become a red line for a potential employee.
Especially in the IT sector, when there is a huge shortage of specialists, it is not so much the employer who chooses the employee, but the employee from various offers.
“Companies fighting for employees in the IT market must be completely open and efficient.
This requires a simple, short and very clear search and recruitment process. Imagine that the job position offered by your company is identical to that offered by competitors, and the benefits and salary offered by the employer are the same. For a potential employee who sees no point in waiting, it remains to choose the one whose process is faster and simpler. Our goal is to have a maximum of 2, and in exceptional cases, 3 interviews (including the technical test) in each selection and never change the requirements in the process”, says the personnel manager of the competence center Telia Global Services Lithuania, which employs more than 200 employees every year.
The focus is not just on technical skills
The first and probably the most popular thing that most of the country’s employers look at when looking for an employee and hiring him is experience, available abilities and how much they meet the requirements of the offered position. As M. Šestilo points out, in the IT sector, the technical skills of a potential candidate play an important role, but they alone do not guarantee that the employee will be successful and useful in the company, as much as is expected of him.
In order not only to attract an employee, but also to ensure that he adapts to the company’s culture and is motivated, and most importantly, that it is good for him to work and grow in the organization, it is necessary to pay attention to his own personality.
“With the right personal characteristics, such as those that match the company’s culture, an employee is likely to work more successfully and effectively in a team with other people.” Even in the IT sector, where technical skills play perhaps the most important role, it is always important to assess how much an employee tends to dominate, lead, communicate, adapt to the environment, how meticulous or meticulous he is. If the employee himself realizes that the qualities he possesses are strongly compatible with those of the employer or the team, his desire to work in that particular company will increase several times”, says M. Šestilo.