Common Mistakes When Hiring Tech Teams
Hiring is a stressful process. Employees want to find their dream job, while employers aim to hire the best person for the job. Tech teams, in particular, present a unique challenge, as hiring presents a narrower field of candidates. With all that in mind, how do you find the best person for the job?
I sat down with Michelle Haynes, Head of Talent Management at In Time Tec. She has hired for many skill sets, from software engineers to marketers to UI/UX designers. In Time Tec, as a company, also handles outsourcing for many valued partners, such as HP, Simplot, the federal government, and so much more. So it’s critical to know what to avoid when you’re looking for the right person for the right job.
Overemphasizing skill set and experience
Haynes said that by focusing too much on a candidate's background, you minimize the importance of character. Not considering how one person's character can impact the team and the project can prove detrimental later.
“We, as a company, have passed up so many qualified candidates in the interest of integrity, intelligence, openness, and others focused (attitude),” Haynes said.
Training can develop the skills of a candidate over time with support. It's essential to start with a candidate with a strong core who can be built into a valuable team member.
Not asking about life outside of work
In Time Tec’s interview process touches on the interviewee's personal and professional life. After all, there’s more to life than work.
“Work and professional experience only make up a third of your life,” Haynes said. “But there’s another two thirds of your life that you’re living where you’re constantly making decisions.”
Failing to recognize candidate’s needs
Each candidate has unique needs for a position, whether for working hours, emotionally, or physically within a particular project. If you don’t determine the potential employee’s needs, it won’t be a good fit for anyone in the hiring process. Advocating for a candidate’s quality of life benefits everyone.
Not taking a risk to invest in talent
Many organizations focus too much on finding their dream candidate instead of developing great future employees.
“I don’t see a lot of organizations who are willing to say ‘Whether someone succeeds or fails is predominantly my responsibility and I’m willing to take the risk and to be a stand, teach them something, and invest in them as a human,’” Haynes said.
Keeping these things in mind can help your next hire go much more smoothly. If you need help finding the right person for your next project, In Time Tec is happy to help.
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