Dos and Don’ts for Hiring Tech Workers

Dos and Don’ts for Hiring Tech Workers

Whether you’re hiring someone to manage your network, build and maintain your website, or oversee your IT team, it’s vital that you get the right fit for your company and office culture. Tech workers are in extremely high demand in 2017, and the competition can be fierce to land top talent in the industry. And while it may be an employee’s market for many tech positions, it’s still important that you take your time and thoroughly vet candidates to make sure you find the person who will make the biggest difference for your business.

At TA Staffing, we know that many business owners and hiring managers struggle when it comes to hiring tech workers—especially when they’re hiring for niche positions that involve technology and terminology that they aren’t familiar with. To make the process a little easier, keep these dos and don’ts in mind during the hiring process:


  • Set up in-person interviews if possible

    Many tech-related positions can be done remotely, saving employees money on commuting costs and employers money on office space and equipment. However, hiring someone—especially for an important IT or web-related position—without a face-to-face meeting can be risky, as it can be difficult to get to know candidates over the phone or via web conferencing.
  • Reach out to candidates via social media

    It goes without saying that most tech workers are also tech savvy. That means they’re more likely to engage in social media and be active participants in growing their web presence and personal brands. Take advantage of that fact by utilizing social networks liked LinkedIn, Twitter, and YouTube to advertise the position and find top candidates.
  • Make the salary and job title clear

    Salaries and job titles are often consistent from company to company. To avoid confusion and to attract candidates at the right stage of their careers, make sure that both the job title and its classification—whether it’s level I, II, III, or junior/senior—are included in the job description.

    You should also list the salary, but be prepared to negotiate, especially for positions that have a talent shortage.


  • Hire for an unfamiliar role without consulting an expert

    Whether the expert is a trusted peer, a rock star employee, or even an outside consultant, having another pair of eyes review your top candidates and make sure they’re up to snuff can save you a huge headache down the road.
  • Rush the hire if you don’t have to

    Tech workers are often the backbone of many businesses, and having an empty chair in the office can make things difficult. But it’s almost always worth it to spend an extra week or two setting up follow-up interviews and carefully narrowing your down your list of candidates to get the right fit for the job.
  • Make an offer to someone without testing their skills

    Resumes, CVs, and personal portfolios are a great way to determine if a candidate can do the job, but they aren’t iron-clad proof. For senior and highly specialized roles, consider making a skills test part of your hiring process. Not only will it reveal each candidate’s knowledge and competency, but it will also show you how he or she works under pressure.

To learn more, view digital interview demos, and talk with us about our IT staffing needs for your organization, contact us online or give us a call at one of our locations below. If you are looking for that next, right position, please view our job board.

Posted by Jeff Bates at 3:23 PM
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