- Be on the same page!
Terminology “We do talk but, about what actually?”
IT workers are also white-collar employees, but as if we are people of two different worlds! The way of doing business, goals and project management styles of IT terminology are unique. In fact, it can be difficult to adapt “competency” sets to IT capabilities.
The first rule to recognize and manage these differences is to be able to, be on the same page. Therefore, some important rules are to master IT terminology, to follow technology closely and to have an idea about the tools and projects in which the relevant position is studied.
Recruiting in the IT field without knowing the terminology will be as difficult for you as it is for the candidates. Even inviting the candidate for an interview, makes him/her feel understood.
- Know Your Industry
The industry, in which our beloved IT professionals, is also made of a different world. From dress to clothing, flexibility of working hours, benefits and wages are among the main issues that makes the difference.
“Agile” which has been a trend in the day and is now being applied in many sectors, these professionals work in a highly dynamic industry.
In this intensity, they follow critical information such as which company uses which technologies, whose project started and when will it end, and after which projects the teams disintegrate (!). If you are familiar with this information, your job will be easier, and you will gain a strategic position against the candidate in IT recruitment.
I’m Geek. IT Geek.
I am not like the other candidates; I like technical terminology and result-oriented speech rather than fancy words. I prefer to talk about my projects, measurable goals, outputs, technologies I can use, and my net salary at the end of the day!
If the above lines aren't familiar, you have a way to go…
IT professionals do not focus on fancy words and business marketing as much as we do (HRprofessionals). These talents, who have completed their education life mostly by using their left brain and continue to use this aspect in business life, are naturally strong in numerical aspects, analytical thinking, more direct communication and do not hesitate to be straight while doing this. As they are result-oriented and technical people, it is inevitable for them to compare benchmark and measurable values
- Recruitment Process
Before hiring an IT employee, designing a recruitment process that you are sure to eliminate all question marks will provide a great comfort area for both sides.
Recognizing the candidate’s profile, understanding his expectations, measuring his potential and evaluating his compliance with the corporate culture is the main job of the recruiter. On the other hand, measuring which technology he uses in his projects, evaluating the quality and cleanliness of the code, measuring his command over the systems, should be evaluated by a colleague. It should be evaluated through online assessments.
If the process proceeds like this, the candidate will see that his / her know-how is evaluated based on real data and he / she will feel more valuable.
The missing piece of Tetris
You are still not recruiting correctly for, teams whose profile you think you know and believe you have designed a perfect recruitment process. Another thing you need to do to make the right recruitment is to share the same working environment with these teams. Observing the communication between the teams during the day both shortens the process of mastering the terminology and helps you to recognize the profile. When interviewing with the candidate, it provides you convenience in positioning and directing to alternative positions.
Do you understand?
Research is almost half the job in IT recruitment. From the moment you receive the request, it is necessary to learn in detail the position and the department, the technologies, projects, working culture and future plans. These details will also provide everything for your success, from creating a job advertisement to filtering the most suitable candidates. Afterwards, you need to be able to answer the candidate's questions as if you were a part of that department in the interview and explain the details that the manager forgot to mention by cutting off the speech. The key to become a good technical recruitment professional is to do enough preliminary research to understand the business and the candidate.
- Test it
Perhaps the most criticized area of human resources professionals in recruitment is technical (IT) recruitment. Although the managers make the final decision here, the opinion of the human resources also plays an important role in the process. Although we base this view on various recruitment inventories and competency-based interview techniques, sometimes all these tools are inadequate, especially in IT recruitment. Here, various measurement and evaluation tools that can measure the technical skills of the person come into play.
Some of those; Hackerrank, Codility, Coderbyte etc
- Get Educated
Although you are experienced in the industry, IT recruiting is an area which has it own challenges. For this reason, you can get professional training support to manage both technical issues and the recruitment process. You can join a certificate program or master program that will bring you closer to the IT industry. Among these programs, Management Information Systems will contribute to your technical knowledge. If you are curious enough to learn code in technical subjects, you can benefit from the training of various private education institutions that provide detailed training programs on related subject.
One of the oldest ways of learning in history is to consult an expert on the subject. Whether this consultation is a small detail or a service request that will outsource your entire process, have experienced consultants around you to make your job easier. These consultants should be able to give you small tips on the points you get stuck, and at the same time, they should be expert and reliable enough to transfer your process completely.