IT Job Candidates: When to Hire – and When to Hold Out
The economic contraction that has plagued not only the IT industry but the entire country seems to be slowly resolving itself. But as market conditions change, so must the outlook of hiring managers. With competition for top talent once again on the rise, how do hiring managers know when to hire – and when to hold out for someone better? Here are some great guidelines.
1) Hire for skills, not status. If you’re holding out for a big name, you might want to think twice. Not only do superstars come with a higher price tag, but they often bring big egos with them as well. Yes, it can be flattering when a star player is willing to consider your overtures, but don’t necessarily pass up an eager, qualified and less expensive alternative who’s right in front of you for a longer, more expensive pursuit of a “name brand”.
2) Hire for attitude, not exact experience. Experience can be overrated. That’s the opinion of publishing mogul and HR book author Jim Roddy. He says that America’s “biggest hiring mistake” is that “recruiters and hiring managers overemphasize industry experience and immediately dismiss candidates who do not have specific job-related experience.” You can teach candidates industry-specific skills if necessary, but you cannot teach work ethic, humility and loyalty. If an applicant has the skills but not those traits, wise hiring managers will keep looking.
3) Hire for productivity, not pedigree. Many organizations build inflexible, sometimes pretentious requirements into their candidate search. Applicants must have degrees from a prestigious school, or worked only at certain top companies, etc. While these candidates might look great on paper, they can sometimes flop in the real world. While premium education or a big-name former employer is nice, it should not be chosen at the expense of qualified talent with a lesser pedigree – who are often more motivated to prove themselves.
4) Hire a person, not perfection. Recruiters such as Tracie Grant in Denver, CO, are sometimes frustrated by the expectations of hiring managers. “They want the perfect candidate,” she sighs, “when the reality is, there is no perfect candidate.” Organizations that hold out too long for the “perfect candidate” can face high costs in terms of lost productivity and reduced morale of overburdened employees. Yes, it can be costly to make the wrong hire, but sometimes it can be even more costly to make no hire at all.
If you’d like even more great hiring advice, turn to the technology employment specialists at Triumph Services. For more than 15 years, hiring managers have relied on us to handle their IT staffing needs – and we can help you, too. Contact us today!
