As the pace of hiring in the high-tech sector grows increasingly hectic, with a recent Robert Half Technology poll showing that 15 percent of CIOs expect to add new staff in 2007's third quarter, employers will be forced to step up their recruitment efforts.
This will be especially important for companies looking for staff with scarce skills, such as experience implementing service-oriented architecture.
It may no longer be enough to offer attractive compensation plans. Experts say it also makes sense to highlight your company's cool tech projects (if you've got 'em, flaunt 'em) and to promote flexible schedules and other "quality of life" perks.
Considering how tight the talent market is -- and looks to remain for the foreseeable future -- it would be a shame to get all the way to the interview stage and still not find the right candidate. That's why we like these interview best practices and a nice list of what to look for in a potential hire from TechRepublic's Ramon Padilla.
Among his suggestions, which appear to come from years of hiring experience: Schedule team interviews rather than one-on-ones, if possible; pose the same questions to all candidates; and be sure to check all the references yourself, rather than delegating that task to someone else.
Padilla says he looks for "superstars" and never fears being outshone by an employee. "The more they shine, the better I look as a manager," he writes.
We think Padilla's advice is nicely complemented by an IT Manager's Journal article that lists some of the common impediments to hiring -- such as an overly cumbersome employment process -- and offers suggestions on how to fix them.