It’s not uncommon for tech hiring managers in Canada to struggle to find the right people for the job. A new survey by Robert Half Technology reveals that 93 percent of IT hiring decision makers have made bad recruiting decisions. When a poor hiring choice is made, it negatively affects all areas of a company, costing it time, money, productivity and morale, according to Deborah Bottineau, a district director for Robert Half Technology.
Of those surveyed, 38 percent revealed that corporate culture was the reason for the mistake—the employee simply didn’t fit into the company or work environment. IT leaders also cited skills-based issues (30 percent) and interpersonal problems (25 percent) as reasons for bad hires.
IT managers have a difficult time evaluating adequate technical skills during the interview process, according to 44 percent of those surveyed. Twenty percent also reported that soft skills are hardest to gauge.
In order to hire the best IT talent, Robert Half Technology has some advice for hiring managers.
“Strong candidates are easier to identify when you have a clear understanding of your organization’s values and needs,” Bottineau explained. “A thorough, flexible and decisive recruitment strategy that assesses technology skills alongside team and company culture fit will help ensure new hires remain engaged and successful.”
First, it’s important that you’re clear about what you want, starting with the job description. When writing a description for an existing position, make sure the current requirements are still pertinent. If the position is new, include all the duties so potential employees are aware of the scope of the job.
Second, administer a tech skills test to ensure the potential hire has the ability to do the job.
Third, involve team members during the interview process. These colleagues should be included early on so they can offer insight into a potential employee’s interpersonal skills and can help assess whether he or she will be a good fit.
Fourth, be flexible. It’s not easy to find a new hire who meets 100 percent of a position’s requirements. Prioritize skills that are most important and be willing to train those who seem like a great fit but are lacking some skills or experience.
Finally, consider hiring a potential employee on contract. This will allow you to evaluate his or her performance before bringing them on full time.