A fresh one study (Recruitment within IT companies) from Stockholm University shows that IT companies find it difficult to handle 80-somethings who are perceived as mobile and demanding. The study shows changes in the IT industry that place higher demands on recruitment and induction. Matching requirements with expectations requires focus and continuous improvement.
For companies that want to be the best at recruiting talent, there are a lot of solid tips
- Keep track of the balance in your commitment to new talent. Don't promise too much (so that staff are disappointed) or too little (so that they don't start with you).
- Make sure that those you recruit and don't recruit become ambassadors in their own networks. Who knows if you will recruit them later or who they know.
- Follow social media (eg glassdoor.com) and take action in case of dissatisfaction.
- Have an improvement-oriented approach to recruitment and induction. Continually adjust the gap between how the recruitment process should be carried out and how it is perceived and act when the gap becomes negative. Carry out ongoing employee surveys and does ongoing follow-up of recruitment and induction.
- Establish targets on both the employee experience and internal customer experience (ordering manager) of the recruitment process
Please get in touch for more tips and advice.
Etc. Quicksearch
A recent study (Recruitment in the IT business) from Stockholm University shows that IT companies have difficulties in handling the '80s generation who is perceived as volatile and demanding. The study illustrates the changes in the IT industry that place greater demands on recruitment and induction. Matching requirements with expectations requires focus and continuous improvement.
For companies that want to be the best at recruiting talent is a lot of hands-on advice
- Keep track of the balance of your promise to new talent.
- Do not promise too much (so that staff will be disappointed) or too little (so they do not start with you).
- Ensure that both recruited and not recruited persons become ambassadors in their networks. Who knows if you will recruit them later or what they know.
- Follow social media (eg glassdoor.com) and act upon any grievances.
- Keep an improvement-oriented approach to recruitment and induction. Currently track the gap between how the recruitment process should proceed and how it is perceived and act when the gap becomes negative.
- Carry out regular employee surveys and conduct ongoing monitoring of recruitment and induction.
- Establish target key performance indicators for both the employee experience and internal customer experience (commissioning manager) of the recruitment process
Please contact us for more advice.
Sincerely Quicksearch
