Welcome back to our fantasy versus reality timeline discussion
In an ideal world, all our problems would be solved with a click of our fingers but in the real world, solving issues personal and professional take time. Hiring great talent takes time, you want that new person to embrace your company culture to bring their experience to enhance your brand further.
In today’s reality, everyone is busy, the noise from social media channels is all around us and it is harder to stand out. To get the talent you need in your organization, your brand must resonate with the talent you are looking for, so that they can see your company as the next step in their career journey your brand/organization has to get their attention.
This is a key role, it’s a senior role in the company and comes with many responsibilities. So after time spent getting to the decision to go ahead and hire, time is of the essence.
The search is on …..
Month 1
S – The traditional and newer methods of sourcing an IT Professional are used, job posted on website, job boards, social media channels, colleagues networks etc., closing date for applications is decided internally or documented in the job advertisement, approximately 3 -4 weeks.
Remember Candidates are also reviewing you as they consider responding to your open role, they are looking at your brand across all the social media channels.
Is it time to look at your job description document?
Is it the same for as long as you can remember?
Same template for all roles in the company?
Would your organization appeal to you if you were looking for your next career move?
Think of the brands that engage you, maybe they are a little quirky, funny, daring, you don’t have to copy them but you could learn how to change your message a little.
E – Time for engagement with the applicants, learn from the past hiring wins and failures that your organization has experienced.
Is the salary your proposing for the role on the money (pardon the pun), this is so important to have right from the very beginning.
Have you the budget?
Are you constrained by salary bands?
Do you know the salary expectations in 2024 for this role?
You must get the salary and benefits package right from the beginning rather than sorting it out at the offer stage!
Recognize where else the process gets delayed/stalled even halted. Highlight to all parties involved in this hiring process that delays will cost time money and talent (IT Professionals in a tight market have 2-3 offers minimum at a time in front of them once they decide to go to market).
Anyway I digress!! We are still in Month 1 and HR & Talent review and present to the relevant hiring manager(s) the candidates with the skills and experience required for the role either using ATS or your own other methods of selection.
Interviews are scheduled and applicants informed of interview dates. As candidates are now accustomed to employers being flexible around different interview locations, inhouse or via zoom/teams meeting, you also include this flexibility in interview attendance for at least round one interviews.
Month 2
A – You now have everyone’s full attention, the interviews are completed, you have narrowed down your selection to 2 candidates and it’s important to move fast and keep all talent in the loop because if an IT professional is on the move in their career, they may well accept another opportunity whilst you are contemplating your decision.
R – Respond fast, keep a sense of urgency inhouse to finalize the offer, email the proposed contract whatever is your step by step approach to offer stage, make sure it’s got the right tempo to keep the offer on the table.
C – Now the contract is with the successful candidate and notice periods have been agreed, its been longer than expected and the newly appointed IT Professional has a 3 month notice period to serve!!! At the beginning of the hiring process, should a conversation about an IT Contractor/Interim CTO for a period of 6 to 12 months be discussed or considered?
6 months later
H- Hooray – the new employee start date has arrived!!! I know it’s a scary thought because if you start a recruitment campaign today, 3rd May there is every possibility that it is Q3 before a start date is agreed upon.
In the meantime if you have any questions regarding hiring IT professionals please contact me at imelda@starrecruitment.ie
