1. Many recruiting processes take too long and do not provide candidates with transparency about the status of the application. Often this is due to the lack of communication and coordination between departments and HR. This allows conclusions about the general workplace culture in the company and requires that good applicants drop out again and again. It is therefore better to set up application processes with clear responsibilities and a strict timetable and to give timely feedback to all candidates: For top employers, a maximum of two weeks elapse from the first telephone interview to the conclusion of the contract!
2. Companies often hunt down IT professionals with perfect performance profiles to avoid taking risks when recruiting. Rather, they spend a lot of money on employees of competitors or take vacancies to consider as applicants who fulfill their requirements only partially. It does not require excessive investment to prepare these candidates for their future tasks with their own training programs and on-the-job training. Although many companies invest heavily in the training of existing employees, they are stingy when it comes to training newcomers.
Newcomers and gaps in the CV accept
3. Many executives have no clear vision of how to grow their business over the next five years. Therefore, they can not inspire the IT experts for their company and the unique challenges of the new job. Instead, they promote topics for their company that have long been standard in the IT business world: for example, interesting customers and projects, a great working atmosphere, flexible working hours and much more. Instead of making widespread excuses, such as "We are a small company, and the good people are not going there, " managers should take more responsibility for their actions and define targeted growth strategies for their business. Because it is obvious that a larger operation can offer higher salaries and more amenities than a small or medium sized company.
4. Businesses should not shy away from IT cross-boarders and candidates with gaps in their curriculum vitae. Especially in Germany, there are many reservations about dropouts and unsuccessful company founders, while in the US, for example, these are considered particularly brave. There are many good reasons for hiring candidates who, even if they have failed, have taken the step into self-employment: they have initiative and have learned to stand up after a defeat. Instead of giving preference to these entrepreneurial qualities, many recruiters are looking for candidates with streamlined CVs. This may be useful for certain employee occupations, but not for IT professionals who need to have great creative potential to be successful. This means that instead of letting "hard" criteria be decided in the CV, HR professionals should pay more attention to the requirements and wishes of the departments.
- 39, 000 open IT jobs …
… is the industry association Bitkom 2013 in the ICT and user industries.
- 13, 800 vacancies …
… have providers of software and IT services.
- 15, 000 new jobs ….
… are expected to have been created this year in the ITC industry. That's 10, 000 less than in 2012.
- With more than 52, 000 freshers ..
is achieved a record of freshmen in computer science.
- Computer science …
… is the subject of most economics and engineering students.
- 50 percent…
… is the rate of dropouts in computer science.
- 17, 000 computer science graduates ….
… leave the German universities in 2013. In the year 2000 there were about 5600 graduates in computer science.
- 22 percent of computer science students ….
..are women. 30 years ago, the proportion of computer science students was 19 percent.
- For the first time more than 40, 000 trainees …
… is available in the training year 2013/2014 in the IT professions.
- In September 2013, there were 14, 050 trainee applicants …
… .12, 532 registered jobs compared. The ratio of 1.1 applicants to a training position corresponds exactly to the value for the entire training market in Germany.
- Increased by 1.7 percent …
..the number of training contracts compared to the previous year. Responsible for this is the strong increase in the IT specialists, while the number of system electronics went down.
5. In many cases the effects of not or wrongly occupied positions are not known. While vacancies inhibit business growth, any mismanagement leads to high financial losses and image damage. Experts estimate that the direct and indirect costs of mismanagement at the level of a manager or similar function are up to three times the associated annual salary. With six-digit salaries, that's a significant loss for a business. This includes costs for advertisements, lost working time through application procedures and travel expenses. Added to this are reduced work performance during the training of the new job holder and possible expenses for severance pay or legal disputes. If headhunters were used to recruit staff, the financial losses continue to increase. In order to avoid false occupancies, company and position-specific requirement profiles should be combined with fitness-diagnostic procedures, such as assessment centers.
6. Although many companies do not find suitable IT specialists, they are balking at the fee requirements of recruitment consultants . Professional recruitment offers numerous advantages over job advertisements, job boards and applicant portals. Thus, a capable headhunter has a good market overview and often knows the IT industry from many years of experience. So he can give a company valuable advice on what requirements should be placed on the future employee. Since a recruitment consultant actively approaches the applicants, there are also greater chances of success in finding suitable IT experts quickly. Research shows that companies can use a headhunter to fill the vacant position in two to three months. After all, companies that rely on recruitment consultants do not have to disclose that they want to reassign a specific job: a recruitment consultant looks for anonymous.
Also read: Tips for handling headhunters
- The search for suitable employees
Businesses today have to compete for the favor of top candidates and make a name for themselves as a top employer. Therefore, some tips from Alexander Walz (recruitment consultancy Conciliat in Stuttgart), what companies should pay attention to when designing the hiring process.
- Tip 1: Communicate at eye level
Every job change carries risks. So businesses should avoid everything that makes applicants feel like being a petitioner. This starts with the question: Does the company prescribe the presentation date or is it looking for a suitable appointment with the candidate?
- Tip 2: Define the hiring process
Top applicants usually have several iron in the fire. So the company has to outdo the competitors. For this, the hiring process has to be designed so professionally that it gives the applicant the feeling that I can trust this company.
- Tip 3: Signal appreciation
When a candidate visits a company, he is his guest. So treat him like this. For example, by making sure that the "Big Boss" pops by in the job interview - even if this is not necessary in terms of content. And say a few words of praise from time to time.
- Tip 4: inform about the procedure
If you ask jobseekers according to the status of their applications, they often answer: No idea. That does not make a good impression on applicants. Even after job interviews you should play with open cards.
- Tip 5: keep promises
Often the specialist department assures an applicant that he will receive the employment contract in three days. But she does not know that the person responsible in the human resources department is currently on a multi-day training course. Such "little things" often lead to a change of job applicants.
- Tip 6: refund costs
Many companies do not reimburse job applicants for their interviewing costs - although they would normally be required to do so by law. That makes a bad impression. Because then the applicants ask themselves: How stingy is the company otherwise?
- Tip 7: Maintain the relationship
In top positions, the selection and recruitment process often takes several months. There is no harm in picking up the phone in the meantime and having a chat with the hot candidates. This gives them the feeling: I am perceived as a person and I am a hot candidate.