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Targeting IT Talent

When Candidates Lose Confidence

Some markets are losing confidence in this economic climate and the IT candidate market is no exception. This means fewer candidates are willing to move jobs which reduces the number of candidates available for you to interview.

So why is this and how can you create candidate confidence to ensure you attract and secure the best IT Talent?

Candidate confidence in the jobs market is low as candidates lack confidence to move to a new organisation. They fear they will be of last in and first out if the new organisation hits financial difficulties.

They may not be in their dream job, but if it’s a secure job they’ll stay. And if it does go wrong with their current employer, they’re more likely to receive a better redundancy package in line with longevity of service. Plus, they’ve already got established relationships and a track record so their current environment feels safer than jumping to new territory.

So how do you create candidate confidence during the interview?

In Person Interviews - During and post covid, we’ve become accustomed to Teams / Zoom / Video interviews but video interviews are not as strong as meeting in person when it comes to attracting and winning IT Talent. So, where you can, meet face to face as soon as possible as it is far more engaging.

Real Vacancy - Be very clear on the purpose of the vacancy, the exact function you need this person to perform and the outcomes you need them to deliver. Make it clear there is a real need for a talented candidate. Vague job specifications are very unattractive.

Meet their Motivations & Aspirations – Find out what they’re motivations and aspirations are, then show them how your vacancy will keep them challenged and take them where they want to go.

Be Authentic – People buy people. Be welcoming and interested in the candidate. Be honest about the vacancy, in terms of the challenges, the good, the not so good, where they will face difficulties in delivering and what needs improving. Describe your management style too. Most of all, be yourself to show them who they will be led by.

Meet the Team – Introduce candidates to as many people in your organisation as possible so they can witness the organisation’s culture for themselves. Then it is less about what you describe and more about what they experience and witness for themselves.

Strategy and Financial Position – Explain to the candidate why the organisation will be a success in the future and the current financial position.

This will help you demonstrate your organisation not only offers the candidate the right career opportunity but also the security they desire too.



Posted 14.12.2022

Category: IT market news | For clients

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