Top tips for technology recruitment

Top Tips for Technology Recruitment

Find the best IT brain

Finding the best IT brains in the digital age can result in a large number of applicants but a struggle to sift and find the best technology talent.

Find something more than a CV

Resumes, CVs and online profiles can clearly demonstrate technical skill sets, but offer little insight into a candidate's ability to agile-work across teams, provide leadership or think strategically.

Know who you are looking for

Take the time to carry out a thorough job analysis. Look at the technical aspects required and the specific behaviors that drive success in the role within your organization.

Address recruitment at different levels

Consider appropriately levelled assessments that can help pinpoint those with the behavioral traits required to move forwards within the technology sector and meet the leadership needs of the business going forward.

Screen against technical skills and behaviors

Look at what technical aspects the candidate has to have versus what aspects they can be trained on and how these will be measured during a technical interview.

Assessments allow for candidates to be selected for the role, future potential and to fit with organizational values and culture.

Build on candidate engagement

The high demand for IT candidates increases competition for the exceptional ones.

Build candidate engagement and create a positive brand perception by:

• Choosing assessments that represent your brand well

• Using up-to-date technology

• Making the process clear, with each stage fully outlined

Enable the technical managers

Line Manager Reports and Interview Guides enable technical managers to effectively and consistently interview candidates on the technical aspects of the job and the behaviors critical to success in the role.

Provide adequate feedback

Formal methods of assessment allow feedback to be efficiently and effectively provided to all candidates by way of assessment report options, ensuring a positive message to all candidates.

This helps to build the organizational brand whilst maintaining a positive relationship between your organization and the candidate for the future.

Keep a focus on the future of your technology

Behavioral questionnaires allow candidate strengths to be verified, weaknesses probed, development points highlighted and specific issues that warrant further exploration targeted.

The depth of information can provide benchmarks on candidates and/or existing employees, allowing talent to be identified, developed faster and overall quality increased.

Contact us for help to find the best IT brains

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Saville Consulting, A Towers Watson Company

[email protected]

@savilleconsult