How to Hire an IT Specialist: 5 Hidden Tips
Hello everyone, I’m Olga Fedoseeva. Our team specializes in filling challenging openings in Engineering, IT and Executive Roles for startups and scale ups worldwide. Our motto? It’s not about hiring the most expensive candidates but finding the most suitable ones.
In this article, I’ll share five insider tips that help us consistently fill IT vacancies, day by day. This will be valuable for managers struggling to catch that “rare bird” for their team and who are looking to improve their current hiring approach. Let’s dive in! 🚀
In this article, I’ll share five insider tips that help us consistently fill IT vacancies, day by day. This will be valuable for managers struggling to catch that “rare bird” for their team and who are looking to improve their current hiring approach. Let’s dive in! 🚀
Choose the Right Search Strategy
Job vacancies vary in complexity, and your approach to hiring should reflect that. For example, a Frontend Developer position might be filled through applications from job boards, while a Golang Developer role will require a lot more effort and time—think three times more. You’ll need to post the job in multiple places, tap into your network, poach candidates from other companies, do some serious headhunting, and maybe even perform a rain dance or two. And then? Keep headhunting some more - Unlock the Secret: Cut Your Time-to-Hire to Just a Week!.
Market analysis is your best friend here. Numbers can give you insight into the uniqueness of a specialist and the level of competition for them. On average, a Senior Developer receives 2-3 offers, which means the competition is fierce. Just posting a job on a job board and waiting for applications? That could take you 2-3 months to find “the one.” Yes, post the job, but also proactively search on other platforms, approaching candidates directly and inviting them to interview. Statistically, this strategy speeds up the hiring process by 1.5-2 times.
Market analysis is your best friend here. Numbers can give you insight into the uniqueness of a specialist and the level of competition for them. On average, a Senior Developer receives 2-3 offers, which means the competition is fierce. Just posting a job on a job board and waiting for applications? That could take you 2-3 months to find “the one.” Yes, post the job, but also proactively search on other platforms, approaching candidates directly and inviting them to interview. Statistically, this strategy speeds up the hiring process by 1.5-2 times.
Create a Stream of Incoming Applications
Sometimes, even the most challenging vacancy can be filled through an incoming application—you never know when luck will strike. A candidate might apply after seeing a LinkedIn post or through a “Refer a Friend” program run by your current employees. The key is to get the word out about the vacancy through social media, job boards, and by asking colleagues and acquaintances for recommendations.
While waiting for applications for a hard-to-fill position isn’t the most effective strategy, it’s still an important step. So, while you’re manually sifting through LinkedIn resumes and messaging candidates on Telegram, your friend Vasya might be talking about your job opening on his Instagram story.
Which channel is most effective? For us, it’s often hh.ru (57% success rate), thanks to the detailed resumes and features that help promote job postings to the top of search results.
While waiting for applications for a hard-to-fill position isn’t the most effective strategy, it’s still an important step. So, while you’re manually sifting through LinkedIn resumes and messaging candidates on Telegram, your friend Vasya might be talking about your job opening on his Instagram story.
Which channel is most effective? For us, it’s often hh.ru (57% success rate), thanks to the detailed resumes and features that help promote job postings to the top of search results.
Speed is Your Key Advantage
Here’s a story: In July, we were searching for a Senior Java Developer. We found a suitable candidate and then sent him a security questionnaire four days after the technical interview. The recruiter tried to keep the candidate interested, but during that waiting period, the candidate received three other offers and accepted one of them. We had to spend another two weeks finding a new finalist.
The lesson? Hire like Speedy Gonzales—quickly. Move fast and secure candidates while they’re still interested. Simplify and expedite the hiring process as much as possible.
The lesson? Hire like Speedy Gonzales—quickly. Move fast and secure candidates while they’re still interested. Simplify and expedite the hiring process as much as possible.
High-Quality Feedback Saves Your Hiring Budget
Job hunting, especially for IT and Engineering professionals, is a super stressful process, yet only a small percentage of companies bother to provide feedback. It’s frustrating, to say the least. According to job board analytics, 88% of candidates want feedback regardless of the outcome, but only 35% of companies actually give it after an interview.
Imagine what a game-changer feedback could be! If you provide timely and detailed feedback, it’s a win-win. Your company gains value through increased candidate loyalty, and the candidate feels respected and acknowledged. In 1-2 years, that candidate could be a great fit, and you can invite them for another interview. They may also recommend your company to friends or former colleagues.
Candidates are brand ambassadors, so nurture your relationship with them. One candidate can refer several others to your team, saving the company significant hiring costs. When I worked as an internal HR, 30% of our positions were filled through referral programs, costing 10 times less than traditional hiring.
💡 Pro tip: Don’t wait until the end of the process to give feedback; offer it after each stage. It will help candidates feel more at ease and appreciate your transparency, which enhances your employer brand. For example, after a technical interview with a Golang Developer, our team lead didn’t just list the skills the candidate lacked but also recommended reading materials. This thoughtful approach resonated deeply with our recruitment team - Why is prioritizing hiring crucial for building a successful company?
Imagine what a game-changer feedback could be! If you provide timely and detailed feedback, it’s a win-win. Your company gains value through increased candidate loyalty, and the candidate feels respected and acknowledged. In 1-2 years, that candidate could be a great fit, and you can invite them for another interview. They may also recommend your company to friends or former colleagues.
Candidates are brand ambassadors, so nurture your relationship with them. One candidate can refer several others to your team, saving the company significant hiring costs. When I worked as an internal HR, 30% of our positions were filled through referral programs, costing 10 times less than traditional hiring.
💡 Pro tip: Don’t wait until the end of the process to give feedback; offer it after each stage. It will help candidates feel more at ease and appreciate your transparency, which enhances your employer brand. For example, after a technical interview with a Golang Developer, our team lead didn’t just list the skills the candidate lacked but also recommended reading materials. This thoughtful approach resonated deeply with our recruitment team - Why is prioritizing hiring crucial for building a successful company?
Constant Connection
Ideally, your company should leave a stronger impression on the candidate than other employers. This can be achieved through a well-organized hiring process and consistent touchpoints. A great recruiter knows how to make a candidate fall in love with the company without being overly pushy.
These touchpoints should go beyond the basic “Hi, how are you? What are you up to?” The goal is to help the candidate fully understand what the company has to offer. For instance, while waiting for feedback from a manager after an interview, an HR specialist might engage the candidate in a small talk:
- “How’s your job search going? Who else have you been talking to?”
- “Hi Peter, I forgot to mention during the interview that our team is going on a retreat next month. If things work out, you could join us on July 5th for some fun team-building activities!”
These touchpoints should go beyond the basic “Hi, how are you? What are you up to?” The goal is to help the candidate fully understand what the company has to offer. For instance, while waiting for feedback from a manager after an interview, an HR specialist might engage the candidate in a small talk:
- “How’s your job search going? Who else have you been talking to?”
- “Hi Peter, I forgot to mention during the interview that our team is going on a retreat next month. If things work out, you could join us on July 5th for some fun team-building activities!”
Thoughts
Hiring in IT is a competitive and fast-paced game, and the companies that adapt and differentiate their approach are the ones that win. From being proactive in searching for candidates to providing feedback and maintaining constant communication, every step you take can significantly impact your success. While technology and platforms play a crucial role, it’s the human touch—honest feedback, genuine interest, and a well-crafted hiring journey—that truly sets companies apart.
In an industry where talent is scarce, your hiring process becomes your unique selling point. Be agile, be thoughtful, and always put the candidate experience first. By doing so, you not only fill positions but also build long-term relationships that keep top talent coming back to you.
I recommend you to read:
Internal Growth vs. External Expertise: Deciding How to Build Your Leadership Team
Aligning HR and Business: Practical Strategies for Lasting Success
In an industry where talent is scarce, your hiring process becomes your unique selling point. Be agile, be thoughtful, and always put the candidate experience first. By doing so, you not only fill positions but also build long-term relationships that keep top talent coming back to you.
I recommend you to read:
Internal Growth vs. External Expertise: Deciding How to Build Your Leadership Team
Aligning HR and Business: Practical Strategies for Lasting Success
On-Demand HR Expertise: How UnitiQ’s Fractional Professionals Drive Immediate Impact
At UnitiQ, I’ve seen how transformative it can be to bring in fractional HR Directors, Recruiters, and Talent Acquisition specialists exactly when you need them, whether for a month or a year. This flexible model lets you tap into top-notch HR expertise tailored to your immediate needs without the long-term commitment. I’ve worked with companies that needed quick, impactful changes - like revamping their hiring process, boosting team performance, or navigating complex talent challenges. Our professionals dive in, understand your unique environment, and deliver results fast. It’s about giving your business the agility to grow and adapt, with the right HR expertise at just the right time. Learn about advantages of Fractional HR Service.
I’m excited to help you attract the right talent and develop a people strategy tailored to your team’s unique needs. Feel free to ask any questions, and don't hesitate to book a call!
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I’m excited to help you attract the right talent and develop a people strategy tailored to your team’s unique needs. Feel free to ask any questions, and don't hesitate to book a call!
My Telegram
My LinkedIn