IT Recruitment and Selection Steps

IT recruitment and selection steps

Recruitment focuses mainly on starters and medior tech professionals. Despite their strong performance and experience, older candidates are hired less often than their younger peers.

Besides the fact that younger employees generally have a less salary, there is a bias that (just graduated) starters have more relevant skills than older employees. How do you make sure that you do not discriminate against older IT professionals?

Which phases do you go through in the "recruitment and selection" of IT/tech personnel? How do you select the right candidate? Follow this step-by-step plan and invite the best candidates for an interview.

1. Plan

Make a schedule with a timeline, recruitment approach, selection committee and criteria, application questions and assessment instructions. Make sure anyone involved agrees on the format and approach of the recruitment process.

2. Job Requirements

Define appraisal criteria for new employees and incorporate them into the job requirements. List the desired minimum experience, required skills, level of education and qualifications for each vacancy.

3. Job Description

The agreed job requirements form the basis for the job profile. Provide a job summary and describe the benefits and the value of working for the company; workplace environment, salary. Target the vacancy text at the right target group, use a correct position title and conduct keyword research. Tell an honest, short but powerful story and incorporate lists in the vacancy text. End with a call to action.

4. Sourcing through the right channels

Distribute the vacancy posting internally so that existing staff members can apply or refer. Also post the job on a special careers page, and social media channels. Make applying through mobile devices as easy and user-friendly as possible.

5. Screening

Review resumes and application letters received. This can be done manually, but also automatically: ATS can, for example, help you with CV screening, filtering out unqualified profiles and planning follow-up steps.

6. Screening interview

If necessary, you can narrow the candidate pool using telephone screening. Does an applicant have the minimum required qualifications, skill levels and required experience? Explain what the selection process looks like if the answer is yes.

7. Job interview

Schedule interviews with suitable applicants. Separate the wheat from the chaff with a good set of interview questions about the related work experience and history, skills and availability, among other things. Look beyond tech qualifications. Plan extra meetings with a manager and/or specialist if necessary.

8. Review applicants

Consider taking at least one personality tests before, during, or after job interviews to assess suitability for the job. Conduct assessments to demonstrate important professional skills.

9. Background Check

Possible parts:

  • Request criminal record
  • Verify employment history and eligibility
  • credit check
  • Check social media accounts to ensure the new hire will represent the company in a professional manner.

10 Reference check

Verify the candidate's work history. Do a reference check and ask queses about performance and strengths or weaknesses. Also ask whether the former employer would hire this IT/tech specialist again, should the possibility arise.

11. Decide

Rate applicants based on interviews, experience, testing results, references and other related information and choose multiple candidates. Restart the recruitment process again if there are no candidates who meet the specified criteria.

12. Job Offer

Make a clear job offer and state the salary, start date and other employment terms and conditions that are part of the agreement with the prospective employee. Make sure he well-understands the terms of the offer. The candidate can agree and sign, start negotiations or decline the offer.

13. Placement

Has the candidate accepted the offer? Hire the IT/tech specialist and use this checklist :

  • Identity check
  • Registration with the tax authorities
  • Start the payroll administration
  • Ask for a Certificate of Good Behavior.
  • Drafting an employment agreement/contract
  • Ensure a safe working environment

14. Onboarding

Finally, welcome your new employee with an extensive onboarding programme. Give a tour for the workplace, meet colleagues, appoint a mentor and give him/her information on policies, procedures and house rules.