Permanent Placement Do’s and Don’t
Attracting, hiring, and retaining top-tier IT and Engineering talent is an important investment of time, resources, and skills for companies looking to fill permanent positions in these pivotal roles. As an innovative and strategic recruitment firm in this industry, Ontech Talent considers several key “do’s” and “don’ts” to ensure a successful and effective hiring process from the start. When hiring for permanent placement positions, here are our top 8 do’s and top 8 don’ts to follow:
The 8 “Do’s” of Hiring for Permanent Placement Positions
- Define Job Requirements Clearly
Clearly outline the job role, responsibilities, required skills, and qualifications to attract suitable candidates. By being thorough and upfront with your job outline and posting, you help candidates qualify or disqualify themselves before applications even come in. Be sure to think through common frequently asked questions of the position and the company as well to model transparency, gain trust, and proactively answer questions candidates may have.
- Utilize Multiple Sourcing Channels
Use a variety of channels such as job boards, social media, networking, and employee referrals to reach a diverse pool of candidates. It can be hard to know which channels are right for your company and the roles you are hiring for. This is just one of the many benefits of working with a seasoned talent acquisition firm like Ontech Talent, specifically for IT and Engineering type roles. We keep up with all of the necessary channels, threads, and hot spots online and locally to help ensure your pool of candidates is robust and competitive.
- Screen Resumes Thoroughly
Review resumes carefully to shortlist candidates who closely match the job requirements and possess relevant experience. For shortlisted candidates, be sure to explore their provided materials and online profiles to start learning more about your potential employees. This will give you timely insights and talking points for when you conduct interviews as well.
- Conduct Structured Interviews
Prepare a set of standardized questions to ask all candidates during interviews to ensure consistency and fairness in the evaluation process. Having a structured process can alleviate some of the social pressures employers can feel when interviewing for permanent placement positions. Working with a talent acquisition firm can help you and your team best prep for a high-return interview process by helping you identify the key questions you want to ask and information that is important for you to know in order to make an informed hiring decision. Talk with us today about our Permanent Placement hiring process for working with companies.
- Evaluate Cultural Fit
When conducting interviews, you’ll want to assess candidates not only based on their skills but also on how well they align with the company’s values and culture. This can feel a bit elusive, and every person and company is going to have a different sense of what this means to them. Questions rooted in your company’s mission, vision, and goals can help steer you in the right direction as well as asking candidates what their personal or professional mission, vision, and goals are.
- Check References
Be sure to verify the candidate’s background and work history through references provided by previous employers. You collect this information for a reason, leverage it! This can be very insightful and help give you a clearer picture of the candidates you’re considering for permanent placement in your company.
- Negotiate Offer Terms
Clearly communicate the details of the job offer, including salary, benefits, and other terms, and negotiate as needed to reach a mutual agreement. This is especially important in today’s competitive hiring landscape and economic times. Candidates are looking to strike a harmonious balance between driving their careers, supporting their lifestyle and family, and living life to the fullest. Clearly communicating job offer details, terms, and benefits helps candidates discern accordingly. When your offer matches their expectations or needs, you are more likely to be successful in retaining your top-tier candidate and they are more likely to jive with your company’s culture.
If you need help getting clear on your offers and retaining your top-tier talent, talk to our team today to learn about our talent acquisition and retention services.
- Provide Onboarding Support
Facilitate a smooth transition for the new hire by providing necessary resources, training, and support during the onboarding process and even beyond. Set regular opportunities to touch base with your new hires to help keep a pulse on their transition experience and ways for all parties to improve. Transparency, proactive communication, curiosity, and genuine connection will be driving values during this time – use them!
The 8 “Don’ts” of Hiring for Permanent Placement Positions
- Ignore Diversity
Avoid limiting your search to a narrow demographic. Embrace diversity and inclusivity in your hiring process to enrich your team with varied perspectives and experiences. Consider offering education and training opportunities for your hiring team to help eliminate workplace bias, misinformation, misunderstandings, and ignorance around race, gender, age, religion, ethnicity, and culture.
Not sure where to start? Talk to our team to get better understand the types of Diversity, Equity, and Inclusion (DEI) resources available for companies.
- Rush the Process
Take the time to thoroughly assess candidates. Rushing through interviews or skipping steps can lead to hiring the wrong person for the role. While you don’t want to be spooked by the quick pace of the job market, moving too quickly through the process will cloud your judgment and can lead to a mismatched hire. This ultimately results in a waste of time, money, and resources for your company that would be better utilized by following the cadence of the process correctly.
Working with Ontech Talent, you can quickly find and hire quality IT and Engineering candidates that match up with your company’s unique needs, qualifications, and culture. With an average fill time of just 15 days, Ontech Talent streamlines the recruitment process to deliver qualified candidates efficiently. Get started today!
- Neglect Legal Compliance
Ensure all hiring practices comply with relevant labor laws and regulations to avoid legal issues. If it’s been a while since you and your hiring team have reviewed state and federal regulations, it is important to do so before posting your next openings. Be sure to document any significant changes on paper and ensure the proper staff are informed and trained on any policy updates.
- Overlook Candidate Experience
Provide a positive candidate experience throughout the hiring process, regardless of the outcome. Poor experiences can harm your employer’s brand. This is something that Ontech Talent can help you with. We have extensive industry experience and knowledge working alongside both companies and candidates in the IT and Engineering space so we understand how important this element is and the areas that often get overlooked. Let our team support you through your next hiring process. Talk to us today to learn more about working with Ontech Talent.
- Make Assumptions
Avoid making assumptions about candidates based on stereotypes or biases. Evaluate each candidate objectively based on their qualifications and experience. One way to ensure a fair assessment is to conduct the same qualification exercise for each candidate. This will get you and your team thinking similarly for each potential employee and can give you an objective scorecard to compare and contrast when questions arise, or a hiring decision is difficult to make.
- Fail to Communicate
Keep candidates informed about their application status and next steps in a timely manner to maintain transparency and respect their time. It can feel like a full-time side hustle for candidates to search for, qualify, and apply for various IT and Engineering positions. Show the same respect you hope the candidates show you by taking the time to communicate effectively.
- Skip Background Checks
Always conduct background checks to verify the accuracy of the information provided by candidates and ensure they meet security and suitability requirements. Check references, social media profiles, conduct an internet search, and even go as far as to run a criminal background check if necessary.
- Neglect Employee Referrals
Employee referrals can be a valuable source of quality candidates. Don’t overlook this potential resource when hiring for new positions. Similarly, be sure to consider well-deserved and logical promotions from within your company to fill openings. Hiring an unpaid intern that demonstrates great potential and a good work ethic can help build a company culture of inclusivity and shows your employees that you care to invest in people.
Next Steps
By adhering to these do’s and don’ts for hiring permanent placement positions in IT and Engineering, you can enhance the effectiveness of your hiring process and increase the likelihood of selecting the right candidates for your organization’s needs.
Ontech Talent works with companies to provide strategic talent acquisition solutions that leverage our extensive industry knowledge, resources, and innovation in every collaboration. We work alongside you and your team to find the top-tier IT and Engineering talent you need to help your company thrive now and into the future. Explore talent acquisition partnerships with Ontech Talent today! Get started.
