Five reasons that make the best candidates walk away from your opportunity.
Five Actions to Avoid when Hiring
In this aggressive IT market, with demand higher than ever, you really can’t afford to wait to make your offer or get the interview process going. Standard hiring procedures often take time, but the more things you can take care of before you start interviewing, the better. It is imperative that you act quickly if you want to get the best candidate. These are five things that may make the best candidates walk away from your opportunity.
One of the surest ways to lose a stellar candidate is by not moving quickly during the interviewing process.
Schedule an interview quickly, keep the process moving, and extend your offer ASAP.
The first resume that comes across your desk might look great. Don’t ask for more resumes and wait to interview. Get the person started on the process ASAP. See if he or she is as great in person as they look on paper. The same goes for the first person who interviews. If you’ve found the person you are looking for, why keep looking?
Use the phone interview to get things moving right away. Once you have the person on-site, capitalize on the time you have with them. Prevent future scheduling conflicts by getting what you need from the candidate the first time he or she is on site.
Have realistic expectations for how much time they can spend in your office interviewing. It is a lot easier for someone to get away for a couple of hours, than take a half or full day off for a first round interview.
Make the offer when you say you are going to and as near the interview as possible. Too often companies wait and lose out. That resume is going to get into someone else’s hands. The person will get an offer. Make sure they get yours first.
If you don’t know what you’re looking for, you won’t find it.
Have a realistic, clearly defined role for which you’re interviewing.
Don’t use an old description for a new job. Take the time before you start your search to clearly define your core requirements and needs (soft skills and technical) for the position and your team. Then, when you’re interviewing, look at how the person fits your criteria, not just ways to weed them out.
Don’t expect to get everything. Even the best candidate won’t have everything you want. But the best will have the ability to adapt to your environment, learn the skills they don’t have, and contribute to your team’s success.
Everyone likes a good deal.
In the past few years it has been easy to get one, but the tables have turned for the IT market. Do your research and know what you should be paying.
Don’t interview someone outside of your price range unless you plan on offering beyond your price range. Either have approval to do this, or don’t waste your time and theirs going through the process without being able to make an appropriate offer.
Be prepared to make an offer that is commensurate with experience, current market standards, and competitive.
Candidates are interviewing you too.
It’s your responsibility to sell the job and the company to the potential hire. You want the candidate to work for you, not just want a job.
The best candidates will have several exciting opportunities they are pursuing, so make sure you stand out by giving a positive experience. Make sure the people who are giving your interviews are committed to this and represent you well.
Every person who interviews, from the hiring managers to those who tech the candidate out, needs to know how to interview.
The IT market has changed. Qualified IT professionals in high demand technologies are in short supply and the best get several offers for exciting opportunities. You may still be operating under the conditions of the last few years—out of work IT pros happy to get what they can. Those days are gone. You have to be aggressive if you want the best to work for you.
Every candidate that came in to interview with us knew who we were and what we were looking for. Having someone who actually listens and doesn't just give you the sales pitch, doesn't just shovel resumes in your direction, that's really important.
Software Development Manager - Korterra
This role was a difficult one to source candidates for because it was for a very niche market, but we landed a great one and I appreciate ESP’s diligence.
VP of Development
ESP provided great communication and guidance about market expectations.
VP of Development
The fact that ESP focuses on people first, which I think means their focusing on us as a company and understanding who we are, is what leads to them finding the right people to become Titans.
Founder & CEO - Irish Titan
I think one of the things [ESP IT] do well, is, they ask the right questions. When you do that, I think that just guarantees that you're going to be a very successful company.
Sr Software Manager - Cray
ESP demonstrated more thoroughness, patience and organization than other firms. They took time to understand our company, culture and challenges, which I believe paid off in the long run.