What are the possible recruitment mistakes while hiring tech specialists and how to avoid them?


  • It's no longer a secret talent shortages have now resulted in a candidate driven tech market. For those who seek tech talents, the main challenge is not where to find them, but how to convince them to come to the company. At the time of the offer, as a rule, the candidate already has two-three or even more offers which makes it easy to lose the candidate because of the minor mistakes.

    How to win in this fight for a candidate?
Shift in the attitude towards work
Let’s firstly get a bigger picture of the modern attitude of the tech candidates towards their work.

One of the issues that hinders the communication with techies in the recruitment process is the outdated attitude towards the interview process. Unfortunately, a vast number of employers still follow these two misconceptions:

they reckon that the decision whether the candidate joins the company relies solely on the company;

they put the quantity of the interviews above the quality.

  • In the XXI century business world, equal relations between the employer and future employee are not simply a trend, but are completely a new reality. An interview is not an interrogation, but rather a conversation between two grown-ups who are willing to give and receive value from each other. The companies are searching for a right fit in any sense, however, employees do exactly the same.

Candidates seek for human interaction
It is an inevitable fact that people make decisions not only rationally, but also emotionally, and we always will. Therefore, organizations finally began to alter their attitude in communication with candidates and started to interact at the interviews not purely as an employer-candidate, but as a person-to-person.A well-performed effective interview now is an interview built on simple direct communication when interviewers are not trying to show more than they really are, but when there is a sincere conversation going on with the best outcome for both parties.
  • It must always be remembered that we will all be candidates someday, and we all want openness and honest answers. If your company has bureaucracy and strict policies, the candidate should know about it. If some business operations the future candidate will deal with are not well organized, name them (it may also give you a picture of the candidate). Hindering part in an interview begins when candidates are told something that is then not true in order to quickly lure the candidate. We have to admit that once it used to be a working scheme, but not anymore. If hiring is based on embellishment or concealment, recruitment will not be effective, and you should not wonder why people quit after a few months or have no motivation to work.

  • At GitMax, before starting the recruitment process, we conduct a thorough interview with our clients regarding the corporate culture, management style and any other peculiarities in order to provide with the candidates that fully suit their future companies.
  • The approach towards choosing a workplace through “feelings” has only recently begun to come up on stage. Only in the last few years people have begun to express their opinions more freely and operate not only with logic, but also with feelings, namely, rationalizing less and more trusting the emotional part of the decisions.

In the last century, a job was just a place where people simply worked and earned money for a living. That is why the generation born in the 70s and 80s often does not understand the thesis that work can and should bring joy and you can choose it; because the world they grew up in used to be industrial, and not digital. It was more a world of factories in which a man was a functioning part of production.

With the rapid development of technologies, the reality has drastically changed and affected the attitude towards how candidates choose their future place of work.

Flexible hours, remote work, opportunities for self-development within the company, “family” relations, benefits, etc. - it is just a zeitgeist, the spirit of the times. New generation of techies has learned to speak their minds freely, voice their desires and say “no”. And if they approach work and life in this way, the main challenge for the companies is to adapt. The best talents will always choose a company where they would also feel emotionally comfortable.

So, with the shift in the attitude of tech candidates towards choosing a workplace there is also a shift in the approach towards reaching them out while recruiting them. A professional tech specialist in demand can receive several offers per month which makes it easy to miss him even because of a non-critical recruiting mistake. Let’s go through the four main stages of interacting with the potential candidates and see what possible mistakes can be made while finding out how you can avoid them.
  • Overusing descriptive tools
  • Missing vital information for the candidate
  • Studying CV without diligence
  • Lacking essential information
  • Missing the real objectives
  • Relying purely on numbers
  • Not sending a rejection letter
  • Neglecting pre onboarding
  • Overloading with information
  • Leave it to a chance
  • It is important to understand that these are only some of the mistakes that can be made on a steep path of hiring tech specialists, especially with the limited experience. Therefore, a win-win option when searching for such talents is to use the services of a recruiting agency like GitMax. Our well-established search processes and extensive experience in communicating with candidates will save your time and bring you tech talents with relevant experience for your projects who share values of your company.

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Natalie Peter
Writer / Tech Enthusiast / Wordsmith