They are in demand like never before: IT specialists. With demand outstripping supply, potential employees are spoiled for choice. But how does the IT industry differ from other sectors. What should be considered in the recruiting process?
First of all, it is often underestimated that an advertised position is not filled overnight, but usually only after a long search. Many companies do not act with foresight and only start looking for employees when the need is already very urgent.
But the main problem is that the wrong people are communicating with each other. The HR departments or any headhunters usually have very little idea of the technical details of the advertised positions. At trade fairs, telephone calls or job interviews, this often leads to resentment among applicants. Young IT specialists would like to talk to their potential new employer about the technical details of their specialist area. Technologies, system architecture or work processes are not insignificant when deciding for or against a position.
The solution is relatively simple: involve existing IT employees in the application process. They can already provide valuable input in the job description in order to present the advertisement in a technically correct and appealing manner. Take some of them to careers fairs so those interested can chat with them. Let both HR and IT guide the interview.
Another way is to cooperate with universities and technical colleges in order to pick up prospective students during their studies and to support them. This can be, for example, internships or technical or diploma theses. In this way you can build up a small network of potential new IT specialists.
