3 wishes that would make IT staff recruitment easier



3 wishes that would make IT staff recruitment easier

In 2016, in-house recruiters stated ‘intelligent profiling/screening of candidates’ would make IT staff recruitment easier. So, what was their answer in 2017?

We surveyed over 140 recruiters and hiring managers and asked the question “What would make IT talent acquisition easier?”. This article examines the top three answers, but the full results to this and other questions are available in our report titled ‘IT Talent Acquisition; the recruiter’s view’.

What would make IT staff recruitment easier

Intelligent candidate profiling

Once again, intelligent profiling was top of the wish list for in-house recruiters, scoring 25% of the vote (see chart). Recruiters don’t want more CVs, they want the right CVs.

While Applicant Tracking Systems (ATS), such as Taleo, Jobvite and Workable, are becoming more sophisticated, it’s the data in the systems that produces better profiling. You can have the best ATS, but if the data is inaccurate the results will be worthless.

Data auditing, checking random samples of candidate data for accuracy and freshness, will give recruiters an insight on where their data is falling short. Armed with that intelligence they can undertake an improvement programme.

The average executive changes job every 3-5 years (more frequently is they are under 30 years old). As the average CV held in an ATS is probably over 3 years out of date, you can see how effective profiling could be difficult without data auditing.

Better graduate and apprenticeship schemes

Second on the wish list with 18% of the vote was graduate and apprenticeship schemes, rising from 13% in 2016 to 18% in 2017. Graduate schemes vary from company to company, but there are five key elements to any successful scheme:

1) Give the scheme a high profile; invite Directors to meet the graduates and let existing staff know the value of the scheme
2) Align the scheme with your business needs; ensure it meets your company’s goals
3) Check your rivals; the competition for graduates can be fierce so make sure your scheme is attractive
4) Involve your marketing department; you will not get the right applicants if they don’t see your message
5) Get feedback; graduate schemes can always be improved, get feedback from your audience and do better next year

You should also set targets for your scheme (such as, 20% of graduates should be in management positions within 2 years) and make sure you keep your promises regarding training, development and career progression.

Recruiters may get their wish regarding apprenticeships, the UK Government announced plans to introduce an Apprenticeship Levy as part of the drive to train 3 million new apprentices by 2020.

Set to come into force in April 2017, the levy requires employers with an annual pay bill of more than £3 million to pay 0.5% of the total pay bill to the Levy. This will contribute to a fund that will eventually be available to all UK firms.

Improving job board response

Improving job board response was third on the wish list, and there was little difference between the 2016 result (13%) and the 2017 figure (14%).

But there was a difference of opinion between in-house recruiters and hiring managers. Almost a quarter of in-house recruiters (22%) wished for better response rates from job board advertisements, compared to just 10% of hiring managers (e.g. CTOs, Head of IT, etc).

As the effectiveness of job boards has remained largely static compared to 2016, it seems the recruitment department may be right.

The secret to improving job board response is simple – test and learn. For example, run two job board advertisements at the same time but with different headlines and see which version produces the best response. The difficult part is calculating if the response is statistically valid.

You could also survey your target audience to discover which job boards they use. Objective research is always better than subjective guess-work.

These figures are a brief extract from our report titled IT Talent Acquisition – the recruiter’s view, an 8-page document that includes 9 charts and tables plus valuable insight on how to attract IT candidates. To ensure you receive next year’s report, please sign-up to the Curo Bulletin below.

Graham Smith

Author: Graham Smith

An award-winning, Marketing Director with over 25 years’ experience in direct marketing (including digital marketing, social media, marketing automation and direct mail)… the full B2B marketing mix.
A qualified member of the Chartered Institute of Marketing (CIM) and Institute of Direct & Digital Marketing (IDM), Graham is also part of the ‘GDPR Working Party’ at the Direct Marketing Association (DMA) and was a Council member at the DMA for 3 years.

The views expressed are those of the author and do not necessarily reflect the view and opinion of Curo Talent.

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