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Tips for recruiting amid the IT worker
shortage
May 29, 2000
Ray Dittmeier
If you've looked at the IT job market
lately, you know it's a tough situation for employers. Maria Schafer, program
director at the Meta Group, projects a
shortage of at least 600,000 jobs by the end of the year and notes that the
government claims that number is actually 800,000.
While numbers like
that deserve to be taken seriously, there are things you can do to become more
competitive in attracting qualified applicants. Here are a few simple reminders
that could help make the difference between landing a new employee and
continuing your staffing struggle.
Re-evaluate your
hiring practices
Sacha Cohen, dot-com career expert at monster.com, says that many businesses hurt
their chances of filling vacant positions because of their hiring
practices.
"Part of the problem is that companies often don't follow up
properly," Cohen said. "They post advertisements and get tons of applications,
and they don't respond to even the qualified applicants in a timely manner, or
in a professional manner."
Cohen argues that companies need to follow up
more quickly with job applicants and streamline the interview process.
"They're so bogged down with running their businesses that they're
having a hard time coming up with the resources for hiring and retention," Cohen
said.
Cohen also notes that in many cases, employers' requirements on
potential hires may be unrealistic.
"A lot of employers will list two to
five years of experience for an Information Architect, or three to five years
experience for an online writer and editor," she said. "Because the industry is
so new, it's difficult to find people who have that much
experience."
Cohen contends that employers would be doing themselves a
service if they would focus less on years of experience and more on the quality
of experience. They could also look for experience in a different industry that
could apply to the Web position.
Schafer agrees "to an extent" that many
employers' requirements are too high, but believes the job market is moving
beyond the stage at which few people have the experience.
"You're always
going to have a hard time finding enough people for the newest technologies,"
Schafer said. "But Internet jobs have been with us for five, six years now.
That's enough time for me to see a very definite segmentation of
roles."
Evaluate your recruiting tools
In
a recent research brief, Gartner
researcher H. Jason Tolu recommends that IT services providers track which
recruiting tools—the Internet, employee referrals, headhunters, print
advertising, campus recruiting, and job fairs—are most successful.
Companies should also be cognizant of the kinds of employees each
recruiting tool brings to the business. The Internet, for example, might work
best for recruiting network professionals, while headhunters might have more
luck recruiting executives with project management skills.
Practice creative recruitment
Schafer believes
non-traditional recruitment can help a company become more competitive for
qualified employees.
"Last year, less than 10 percent of the companies we
survey regularly were using the Web as a major source of recruiting IT talent,"
Schafer said. "This year, 40 percent say they're using the Web."
But
recruiting over the Web is only the beginning.
In Silicon Valley movie
theaters, for example, classified ads for IT workers are run before the movies.
During a recent spring break, IBM went to
Florida to recruit off the beach.
Cisco created a profile of their most
successful employees. The profile included likes in the areas of jazz and pizza,
so the company went out and recruited in jazz venues and pizza
parlors.
"I think that at one point they even partnered with Domino's and
posted information about recruiting there," Schafer said. "They successfully
recruited the thousand people they were looking to add in less than a year's
time."
Training as retention
Schafer sees
training as another retention tool.
"Training is being looked at as part
of retention," she said. "In the last couple years, people have told me they
can't afford to spend a lot of money on training because employees end up
leaving."
However, leading edge companies are beginning to recognize that
they're not going to keep everyone and that their best defense against this
shortage is to have the best-trained work force. "Look at the work force and ask
yourself, 'Who do I really need to keep?' and 'How can I craft a program that'll
keep my key performers?'" Schafer said.
Not surprisingly, money is one of
the keys in recruiting and retaining employees. Both sign-up and performance
bonuses are becoming standard tools for landing new workers.
"Give them
goals they want to work toward, and when they achieve those goals, reward them,"
Schafer said. "And if you're doing it on a team basis, your chances of keeping
people over the long haul are much improved."
What are your recruiting secrets? |
Do you evaluate how well your recruiting efforts are working? Are prospective employees less swayed by stock options and more interested in salaries? Are there recruiting tools that you dropped because they didn't work or kept because they were a success? Post a comment or send us an e-mail. |