Tech talent is a valuable commodity these days. With the widespread use of mobile devices and an increased dependence on IT infrastructures to run business operations, the demand is barely keeping up with the available supply.
Some of the most in-demand skill sets include those who possess cloud and mobile expertise, specialists with knowledge in security and Big Data, as well as project managers and business analysts who can help bring valuable IT projects into fruition.
This is why attracting capable and highly skilled talent requires quite a bit of planning and the right execution. You need to do your due diligence to find the right people for the job, but you also need to be wary of not being so stringent as to turn off good talent.
There will always be those who might not look good on paper, but could turn out to either be exemplary employees or your go-to IT personnel whenever you’re in a bind.
How do you balance these elements without committing a costly oversight? Here are some of the most common mistakes that many hiring managers have fallen prey to.
1. Not offering compensation commensurate with industry standards.
2. Failure to include cultural fit into your hiring decision.
3. Paying IT consultants upfront before you start production.
4. Putting too much emphasis on experience over trainability.
5. Putting too much value on credentials without testing for real proficiency.
6. Confining your search within your immediate location.
7. Failure to set the right expectations before the interview.
To read the full article and to discover how to avoid these mistakes, visit www.manilarecruitment.com.