When a search to fill a technical position has resulted in finding the candidate that fits your firm’s skill requirements and culture, how can you be sure your offer will effectively compensate this qualified candidate? Offer too little, and you will either lose the candidate or de-motivate the new associate or your firm will be vulnerable to a relentlessly demanding technical labor market. Pay too much, and your budget is under pressure. If this decision is handled poorly, it may also introduce salary compression issues that de-stabilize the existing team members.
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The 2017 technology hiring trends are accelerating, creating both opportunities and challenges for organizations searching for tech talent. There are many factors behind the trend. Corporate executives are anticipating deregulation and lower taxes, which is freeing up both operating budgets and capital expenditure budgets. Company information technology budgets across a wide spectrum of industries are supporting higher spending to drive organizational technical excellence forward to support revenue increases.
It is important to set your company up for success when making hiring additions to your team. When seeking a technical and cultural fit, it is also important to choose candidates with a clean record. Conducting background checks on candidates can limit unethical practice from entering your company. It is becoming common for companies to decide to add a background check to the hiring process and elect that an offer is contingent on a successful background check and/or drug screen.
Today’s IT department must not only be skilled in their craft, but also work regularly with both internal and external customers. Is your IT team prepared for this new trend?
Time is money in the world of hiring. The difference of a few days could mean the difference between your perfect candidates being available for hire or no longer on the market. This is especially apparent when recruiting technical candidates who are currently experiencing heightened interest in a demanding labor market. Any opportunity to further integrate your hiring process is beneficial to your hiring team.
If your hiring team is only actively reaching out to candidates who are seeking a new position, you could be cutting out 85 percent of the workforce. A recent survey showed that only 15 percent of the global workforce is fully satisfied with their job. Of that 85 percent not fully satisfied, only a portion are seeking new opportunities. 85 percent of candidates that may be interested in your position are not at the moment activity looking. We call these interested candidates “passive.”
Recruiting is a game of connections. It’s important to evaluate whom will you connect with, what they will bring to the table and if it is a good fit with your company. Recruiting is also a game of skill. Hiring managers need to evaluate if the candidate’s true qualifications match their resume, if they’ll follow through on the process and spotting the best candidate for a role. As you hire for each opening, you will be tempted with candidates who seem too good to be true, and a hard to fill position can make you wonder if you’ll ever find the right candidate.
Six seconds. You have six seconds to grab a recruiter’s attention. Would your resume make the first cut? Having a resume that can stand out from the crowd is completely imperative in this competitive job market. How can you stand out? Focusing on the minor details and perfecting your bullet points will not be the difference maker. Instead, follow these tips to make recruiters want to take a closer look.
What is your company’s stance on boomerang employees? Boomerang employees, or employees who once left your company, have a different stigma today than in years past. Companies are becoming much more accepting of rehiring a former employee. In a recent study, 76 percent of those surveyed stated their company is more accepting of hiring boomerang employees today than previously. 15 percent of employees stated they have returned to a previous employer and 40 percent would consider returning.
A strong leader can make or break a project. In a professional environment, this leadership role often falls on the project manager. The project manager assists in following deadlines, project efficiency, time management focus and communication across the entire team. While it is incredibly helpful when the technical project manager is well versed in development jargon and skills, their soft skills could separate a successful project from a project that falls through the cracks.