The Recruitment Methods to Search for an IT Profile

Selecting a candidate for an IT profile requires a recruitment and selection process that involves not only the hard and technical skills needed for a certain position, but also a search for soft skills that, considering the modern development methodologies, are just as important.

The current market offers two recruitment options for a company that needs to fill an empty position: the traditional and modern methodology. In terms of expertise, they both offer business knowledge and attention to client’s needs to find tailored solutions. But then, what is the difference between them?

Types of Recruitment

1. Traditional

This definition includes the classic method of recruitmentment that develops the whole process indoors. Under this methodology, recruiters perform actions such as job postings, internal hiring and interviews, and can also generate potential leads through references or previously established databases.

2. Modern

This service relies mainly in the use of technology to develop the recruitment processes. There is a large amount of diverse recruitment methods such as web advertising, Social Media, online recruitment agencies, Inbound Marketing, Linkedln, online job boards, etc.

What is the Best Recruitment Method?

To find out which type of recruitment could work better in the specific case of an IT profile, let’s take into account the following factors:

1. Recruitment Tools

When in search of an IT profile, recruiters take into consideration the specific job specialization requirements. Starting from there, the process of recruitment may include technical interviews, assessments or tests. Both traditional and modern recruitment methods employ these recruitment tools.

On one hand, traditional recruitment relies entirely on human input to develop and follow processes like sourcing, attracting and hiring. In terms of efficiency, it can be a slow and tiring process, to say nothing of lack of objectivity and time consuming.

On the other hand, the modern methodology relies on innovation. It provides agility and visibility on the whole process by offering a digital solution that reduces time to process and provides real time updates to clients under one provided dashboard.

Compared to the traditional method, it has a wider reach. Relying on technology means the possibility of reaching people beyond geographical boundaries. This way innovative recruiters have access to a larger spectrum of qualified candidates.

In addition, technology is a relevant ally when it comes to detailed work. Modern methods that use smart technology tools or even Artificial Intelligence (AI) allow more in-depth review of a larger number of applications in a undeniably short amount of time. This way, finding a suitable candidate is faster and easier.

2. Steps of the Recruitment Process

In both traditional and modern ways, the recruitment process begins with a meeting with clients to fully understand the requirements of the jobs to fill. Then, a plan is formulated that summarizes the line of action for selecting the right candidate, who must not only have the required skills, but must also be a proper fit into the organization’s culture.

The nexts steps vary according to each methodology. Following the traditional method:

  • Recruiters generate a job description and advertise it through Social Media, internal channels or by other means.
  • Then follows the review of applications, interviews, assessments, background check and the decision.
  • Since it may not necessarily lead to a hiring, the process continues with negotiation, job offer, hiring and onboarding.

Modern recruitment follows a similar path, though most of these steps are done digitally, what fits best with a digital profile like IT. It saves companies’ Human Resources department a lot of time in comparison to traditional methods.

Recruitment agencies have a much better pool of resources and a much better existing network of contacts, as well as utilizing other modern recruitment methodologies that could be used by the HR department. This means that companies are more likely to find the right fit much faster than you would be using in-house recruitment techniques.

The process begins with an in-person video call in order to properly assess your needs and expectations for the role. Then both parties can agree on the most appropriate structural method for searching for the ideal candidate.

3. Costs

Traditional recruitment requires an important investment, and the numbers can easily multiply by the amount of vacancies needed. For a company, it can be an expensive procedure with increasing costs.

Because it relies a lot on technology and AI, modern recruitment means reduced costs and deadlines, which in the long term can save money for both the employer and recruiter. That’s why modern methods have better pricing offers.

Modern recruitment offers very competitive solutions, aligned with the current market needs. It becomes more efficient since they help clients be cost-effective, time-effective and maintaining or surpassing the quality and return on investment.

To sum up, the best recruitment method will mostly depend on whether it adapts to the customer’s own policies and procedures. Whether it is a traditional or modern methodology, if a company wants effectiveness, then it should be an active process that also allows both parties to interact with each other and have a smoother development in the recruitment process. And all that can be found in Talent2Win.

At Talent2Win, we strive to align your company’s business goals with the best Talent Acquisition strategies available. We increase added value providing coaching to final candidates before the customers interview.

By taking advantage of the most cutting edge technologies, we provide our clients with unparalleled support and an excellent source of talent for companies. Coupled with the use of AI to support data-driven, fast results, a transparent hiring process, and extremely competitive prices, there is little reason to search elsewhere.