The Do’s and Don’ts of IT Staffing

Staffing is the process of filling in roles of an organization with the best-suited candidate. The IT sector is no different, as it is a highly competitive and challenging field. IT staffing is thus grabbing the spotlight currently, as the IT sector is a major contributor to India’s employment market as well as GDP.

The constantly evolving field of IT alone has contributed to 7.5% of our Nation’s GDP in 2023.

 


What is IT Staffing?  

IT staffing can be defined as the process of involving a third party that provides the service of interviewing and recruiting candidates for the IT field. As the IT sector is a highly technical one and requires employees with profound technical knowledge, staffing is crucial. And IT Staffing can help with ensuring all the technical aspects are met for the jobs, as a general recruitment team may not be able to check those aspects during the recruitment process.

What are the Do’s and Don’ts of IT Staffing?


Do’s:

Understand their Career Objective: 

During the process of IT Staffing, it is imperative to completely understand the career objective of the candidate. Check whether their objectives align with that of the job and the company too. What is the candidate expecting in terms of career growth and goals? What is their preferred mode of working? Only when you get the complete insight into their objectives, will you be able to decide if the candidate will be a perfect fit for the role.

Share organizational insights:

To build and deepen the rapport with a candidate, share the company’s values, hiring process and hiring history, etc. Getting an insight into the candidate and their objectives is just the first step. In order for the candidate to feel a connection to the organization, they need to get an insight into it. 

Build trust with complete transparency:

Let the candidates know what is expected of them, the do’s and don’ts of the company, the policies, the employment benefits. Just ensure everything gets covered in the initial stage. This will lead to a long-term employment if the candidate is selected, as the candidate can assess their fit into the organization at the starting stage of the IT staffing process.

Do not leave the candidate in the dark at any time of the IT staffing process. Be honest with them about what is going on and give the necessary feedback immediately.

80–90% of candidates say a positive or negative candidate experience can change their minds about a role or company.

Customize the experience:

Personalize and customize the process for each candidate, as that would offer them a more personal experience and helps in building a good connection. This type of experience in IT staffing will ensure better engagement and response rates from them


Don’ts:

Base the candidate’s value on just their Résumé:

Rather than just seeing the surface, which is the Résumé, deep dive into the individual for IT Staffing. Everyone would just present the best of themselves on their Résumé. Do a thorough background check, talk to their references, do an online search. Look for any red flags in their work history or certifications.

As per LinkedIn, employee referrals are responsible for 48% of new hiring.

Leave out the technical aspect:

In IT staffing the most essential part is the technical aspect. There are a lot of technical skill sets involved and finding the right candidate with the right technical skills for a role is of paramount importance in IT staffing. Hence, it is better to test the authenticity of their technical skills by putting them through a technical skill test and also checking their performance in previous projects.

Skip the soft skills:

While the technical skills take the first priority in IT staffing, do not entirely leave out the soft skills of the candidate. For a candidate to perform their best in their role, both technical skills and soft skills need to go hand in hand. Team work, problem-solving skills, communication skills, negotiation skills and more – check on how the candidate fares in them.

Assume they will accept your offer:

Assuming that the candidate will definitely take you up on your offer is not a wise move. Just like the candidates are trying to impress you with their USP, you too need to ensure that the organization comes across as the place they want to work in. 

It should be a good cultural fit on both the ends. You can refer to our take on Dynamic staffing here to know more about such cultural fits

One survey found that the IT Industry faces most job offer declines at 32%.

Do keep in mind these Do’s and Don’ts of IT staffing and also apply whatever is the best in the scenario.

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