Hiring is a difficult decision for any department. There are a lot of pieces that have to fall into place when it comes to selecting IT talent from a pool of qualified candidates. The truth is, not every decision is going to be perfect and while managers hope for the best, the worst can happen from time to time as well. But, knowing what the biggest mistakes are and avoiding them when possible is the first step to making better IT hiring decisions.

Don’t make them feel like a burden. Sometimes managers believe that all IT candidates are introverts and they want a hands-off experience in the hiring process. But this can go too far when managers begin to act as through the candidates are an imposition to their busy days. It’s important to humanize the hiring process and provide your top candidates a positive experience.

Don’t expect perfection. Some managers in IT believe that a candidate needs to check off every single box before they can be considered for a job offer. But this method of expecting perfection can rule out some of the best candidates with great potential. While the skills are important, a candidate’s personality and aptitude can also influence how successful they’ll be in the role.

Don’t leave them hanging. If you wait to make a decision, hope to interview more candidates just to see who’s out there, you run the risk of your first batch of candidates dropping out of consideration when they accept job offers from your competition. Certainly take some time to meet with the top candidates, but once you have finished your interviews, make your decision quickly to avoid losing top candidates and having to start over.

Don’t ignore the candidates you didn’t choose. If there is only one open position and you interview five candidates, you will have to let some of them down. Some managers simply avoid any follow up with those who didn’t make the cut. But these candidates could be important in the future if you have another position open up. Keep in touch, follow up, and stay positive even if they aren’t your final selection.

Don’t avoid salary negotiations. Some managers are rigid in their budget. They have one number in mind for the salary and refuse to negotiate with a candidate. But this can be seen as a red flag for someone coming into your company. Instead, use your salary expectations as a jumping off point and see what the candidate brings to the table. Paying more might be the perfect investment in talent and help you avoid replacing the position sooner than you expected.

Are you looking for top IT candidates? Contact the team at nFuzion IT to help source and hire the best professionals in the area.