How To Make Your IT Crowd Recruitment Process Stand Out

When it comes to the IT industry, it’s a crowded pool of talent, and how do you get to that top percent that will make your IT crowd stand out?   

I will illustrate this through a story. I have two very successful programmers in my family, so that alone helped me clear out some things (programmers are not introverts!) When they began their programming careers, the IT recruitment process sustained mostly on hard skills and their expertise in programming languages.   

As the years went by, so their experience and knowledge grew, but something was missing. Whenever some big project was about to start in the company that included not just coding skills, but also logical thinking and logical correctness of their code, setbacks arose.   

They weren’t aware of this error until recently. Only when they changed companies, there has been a realization that the IT recruitment process that consists only of coding skills can get you so far.   

  • How did one IT recruitment process change their career?  
  • How can you battle the tech talent acquisition war with SHL methodology and transform your workforce?  
  • How do soft skills are being valued just as the same as coding skills? 

This IT recruitment process can make the difference  

This may sound contradictory. The future of tech hiring relies mostly on AI-powered technology for the sake of recruiting tech talent. But the point here isn’t to completely shift your IT recruitment process into “the hands” of some AI. There is plenty of room for your HR recruitment team to shine.  

On the contrary, SHL’s AI-powered technology is made so that recruitment teams can get more involved in bringing immersive and engaging candidate experiences. How so?  

Online Coding Interviews can bring your company an edge when it comes to hiring top tech talent. Technical interviews shouldn’t just revolve around hard skills and the quality of the code to be looked at as just a final result. The process or better to say it, the logical thinking of the candidate before and when he/she is coding is what matters.   

How else can you gain insight into the candidate’s logical thinking if you’re looking only at the final result (does the code comply or does it not comply?) You are probably excluding programmers with a unique way of thinking by assessing them only by the quality of their code. By stepping in live during the interview with the candidate and through the assessment process, you gain an in-depth view of their logical thinking.   

A perfect balance between your company’s HR recruiters and an AI-powered technology brings the best possible results for your future tech hire.   

The organization’s IT budgets have risen up by soaring 29% globally and across sectors 

This unique SHL insight on IT budgets only proves how fierce is the tech talent acquisition is now, and it won’t become easier in the future. How can you assure you’re locking on top tech talent when 92% of them have multiple offers on the table?  

The key is bringing your company’s organizational culture during the first steps of the hiring process. Don’t make the mistake of introducing your company’s values when you already hired tech talent and began the onboarding process. 

This chart shows just how the IT recruitment process has changed. The quality of someone’s code is still important. We do not exclude that, but this chart demonstrates how advancing your organizational culture through offering: continuous learning and innovation, execution excellence, network performance, and insightful analytics will revolutionize your IT recruitment process.   

Transforming your IT sector into an IT crowd by assessing non-technical skills  

Technical skills of your tech talent are a necessity, but for them to cohesively function as a team, developed soft skills are a welcoming trait. Some of them are the following:   

  • Maintaining good relationships with colleagues. It’s not recommended to isolate your IT sector and not include them in the various ongoings and changes in your company. Make them feel welcomed and well informed when it comes to the different sectors of your company.   
  • Assessing their personalities does impact their work performance. It’s way outdated to think of someone as “an extravert” or “an introvert.” Can you extract good and valuable insight from that simple piece of information? The psychometric approach to personality is an objective and valid assessment tool that sheds light on this complex matter.   
  • How do they handle challenging situations? We already talk about this topic in our other article. But here we want to emphasize the ever-changing world of IT can be overwhelming for junior, medior, and even senior positions.   
  • The ability to generate new ideas. Certainly, your company has come across projects you weren’t familiar with. This way of thinking outside of the box by your IT crowd is critical in delivering results.   
  • Analyzing information and learning quickly. Having a learning mindset is one of the most important “21st-century” assets. Also, programmers deal with complex information that needs to be evaluated thoroughly. 

There are certainly more skills and assets here, but you need solutions for gaining insight into top tech talent. Our behavioralcognitive, and situational judgment tests can give you an edge to attract and retain the most promising IT talent.