5 Strategies to Spice Up Your Hiring Strategy

If finding talent were easy, then the IT skills gap wouldn’t cause as much harm to a business as it does. In a CompTIA survey, respondents cited the skills gap as harming productivity, customer engagement, competitive edge, and profits. But where do you look for fresh talent? In an article for CIO magazine, Sarah K. White gives five ways to innovate your IT hiring strategy:

  1. Look beyond diplomas.
  2. Pay candidates.
  3. Hire for personality.
  4. Look in house.
  5. Search universities.

Casting a Wider Net

Looking at just diplomas alone is no longer a good way to gauge success. Any given person’s ability to succeed isn’t tied down to their resume or formal education history. This doesn’t mean that you should completely throw out formalized education altogether though, as colleges and universities are still breeding grounds for great talent. You don’t even have to look that far for talent because you may already have employees in house who may want to find a new position. Look for talent internally and move around those who show promise in different areas.

While the places you look for talent are important, how the new hire will jive with your company will be a driving factor in who ultimately gets the position. Figure out if they have a personality that matches up with your company’s values and culture. Find people who are excited to work with you and won’t have ego problems or secret agendas.

Lastly, White says you can further up your hiring game by paying applicants to give the position a test run:

Trey Stout, cofounder and CTO of ScribbleChat, a messaging app, has developed his own unconventional hiring practice: his company pays candidates $500 to interview.

Once applicants make it past the initial screening phase, they are given a “take-home assignment” and paid $500 for their effort. In the process, candidates work closely with the team to troubleshoot and complete the assignment…“Most driven candidates feel they have more ‘room’ to show their qualities. They engage with the review team, they brainstorm, they joke, they take advice. You get an opportunity to test drive several working relationships at once. The value of this far outstrips the alternative methods like whiteboard coding, trivia drilling, and unpaid work,” says Stout.

You can view the original article here:

Austin J. Gruver

Austin is a Staff Writer for AITS. He has a background in professional writing from York College.

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