Recruiting is a tough job, whether you’re looking for your next IT project manager or an expert programmer. Not only do you need to source top candidates, but you must vet them properly to ensure you make a smart hiring decision. And considering the cost of a bad hire, there’s a lot at stake. To help you with the hiring process, here are a few tips to keep in mind:

Keep postings up-to-date.

If you regularly fill similar positions, don’t re-use the same job postings again and again. Each time you need to hire, review the description and look for areas where you can better explain the job, or better promote your company. The end result will be a more effective job posting and better fit IT candidates that apply for it.

Be proactive.

Many times, organizations only recruit when they need to fill an opening. But when you’re proactive about technical recruiting – and doing it on a regular basis whether you have an opening or not – you’ll develop a healthy pipeline of candidates.

Look in the right places.

When you’re looking to hire, go to the places where top candidates spend time. That means joining industry groups, networking where they are, and raising your company profile in their professional community. If you don’t know where to start, ask technical employees who work in positions that are similar where they network online, or go to in order to “talk shop” with other professionals.

Take a candidate-focused approach.

When it comes to hiring right, it’s important to focus on the needs of the candidate, as well. Otherwise, you won’t be able to hire an individual who’s a fit for your company and the position. So ask about future career goals, what their ideal job looks like, and what the right culture and schedule is for them. That way, you’ll have a strong sense of whether their needs and goals – and your company needs and goals – are a good match.

Test them out.

Once you have a short list of top candidates, give them a homework assignment to complete. This should be a short project that can help you assess their technical skills and enthusiasm for the job.

Stay connected.

If you find a great candidate, but don’t end up hiring them, don’t just send them a rejection letter. Reach out to them and let them know you were impressed by them. Also, ask if the two of you can stay connected via LinkedIn. That way, if an opportunity comes along in the future you think they’d be a fit for, you already have an established relationship.

Would you like more help from experienced Houston technical recruiters? Call Murray Resources. Our in-depth technical knowledge allows us to pinpoint even the most highly-specialized IT professionals for a wide range of companies and projects throughout Houston. Whether your needs are full-time / direct hire or temporary / contract, we can help.