Debunking 4 Common Myths About IT Staffing

Recruiting
Employees are the most valuable asset of a company. Hence, choosing the right candidate is crucial to your tech company's growth.

In a world increasingly driven by technology, finding the best talent is more important than ever. But it can also be a lot trickier. The good news is that we're here to debunk the five most frequently believed myths about recruiting in IT.

Myth 1: Candidates care too much about the salary—or not at all.

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For a long time, IT jobs have been associated with lucrative salaries. After all, companies initially attracted talent using financial benefits, especially in the early days of the tech boom. However, this resulted in companies deciding not to pursue promising IT professionals just because they could not match a bigger firm's promised salary. But candidates don't decide based on salary alone.

They also consider flexible work hours, company culture, workload, and opportunities for professional growth.

For small and medium IT companies, this means that offering a friendly, nurturing, and fulfilling work environment can help you compete against tech giants and their steep salary offers. However, this does not mean that you can put less thought into your salary offer. Candidates want to feel valued, and offering to pay them properly for their knowledge, experience, and expertise is only fair.

Myth 2: Candidates will accept lower pay during crises.

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Speaking of fair compensation, candidates generally expect to be paid based on their qualifications, regardless of the external circumstances. With the pandemic normalizing remote work and other worldwide crisises, the IT staffing landscape is changing faster than before. However, one thing remains certain: you get what you pay for.

Offering a salary that does not meet a candidate's skillset and expectations will only lead to rejection. While you might still be able to find a person to fill your vacancy, they might not be the best candidate available. If you need to make adjustments because of financial constraints, make sure to communicate clearly with the candidate and set a salary review after a few months.

Myth 3: The best IT talents are already working at Google.

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While it's hard to discount the caliber of workers in huge tech companies such as Google or Facebook, it's best to cast your net wide when searching for new talent. Today, talented IT professionals can be anywhere. They might be working at a startup whose vision they believe in. They might be working remotely from a different part of the world. So, don't pour all your energy into chasing candidates from the nooks and crannies of Silicon Valley.
Instead, set your eyes on tech communities and networks that are closer to home. You are likely to have higher chances of convincing candidates who already live or work nearby. Plus, you can spot up-and-coming tech zones if you're not focusing entirely on one location.
Another lesson to draw from this is to offer your candidates opportunities to make a meaningful change through your company. Show them how your products and services are making a difference, and how their work can make it even more impactful.
This fulfillment, along with reasonable financial incentives, will attract the cream of the crop — no matter where they are. In that case, make sure you are ready to support IT job relocation.

Myth 4: Companies should focus on luring perfect workers (a.k.a. purple squirrels).

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Some time ago, the myth of the "purple squirrel" was born. According to this myth, the purple squirrel has exactly the right level of education, experience, and skills to fit the requirements of a certain position. The purple squirrel is so great that their presence in your company would instantly translate to an elevation of business. But, as the name "purple squirrel" suggests, it is next to impossible to find a 100% perfect candidate.
So, instead of looking for a perfect candidate, what should companies do?

First of all, tech companies should invest in onboarding and training. Even the most experienced employees will benefit from organized onboarding and continuous training. Employees will stay confident and motivated if they are given opportunities to expand their skillset and climb the corporate ladder.
Remember, even a relatively new or "inexperienced" employee can contribute greatly to a company if given these opportunities. Simply put, employees care more about their company if they see that their company cares about them.
Conclusion
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Dynamism and adaptability are said to be the key characteristics of the IT industry. These qualities should also apply to IT staffing. So, here are important truths to remember about IT recruiting:
Candidates appreciate being paid fairly and they won't settle for less, pandemic or not.
Talent can come from any country, company, or background.
Proper onboarding and training are essential to keeping employees happy.

About the author

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Chatty is a freelance writer from Manila. She finds joy in inspiring and educating others through writing. That's why aside from her job as a language evaluator for local and international students, she spends her leisure time writing about various topics such as lifestyle, technology, and business.

Chatty Garrate
Freelance writer
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