Image depicting the silhouettes of people standing in line waiting to interview

It’s a job seeker’s market. Opportunity, especially for those within IT, exists at nearly every company and in nearly every industry. Unfortunately for employers looking to hire IT professionals, there’s simply not enough supply (candidates/workers) to keep up with demand (open jobs). This is known as the IT skills gap and it has resulted in job seekers holding the upper hand when it comes to employment opportunity. For employers, this means there’s little to no room to make mistakes when it comes to candidate experience.

That’s why, in this blog post, we examine what employers can do during the hiring process to ensure their job offers are accepted by candidates.

Write an Attractive Job Description

It all begins with the job description. Without a proper job description that details an accurate summary objective of the job, you won’t be interviewing the right type of candidate – wasting both your employee’s and job candidate’s time. In a world where Glassdoor company reviews exist, a reputation of incompetence is not one you want to project.

But not only that, you really want your job description to sell the opportunity and the company itself. Job candidates need to be convinced that the opportunity is the next best step in their career. Promote things like work/life balance, growth potential within the organization, and the opportunity to work with new technology (without fabricating, of course). If you sell the position this way, your applicant folder will remain full.

Streamline the Hiring Process

Once you’ve identified candidates to interview, your hiring process should be as efficient and streamlined as possible. Candidates do not want to be part of a hiring process that drags on and on. If you’re serious about hiring, you need to act fast.

While making an important decision out of haste is never a good idea, there are ways to expedite the hiring process while maintaining thoroughness. Consider, for instance, conducting panel interviews. Have the job candidates meet with all the members of your hiring team at one time. This not only gives you different perspectives – which is key to a great hire – but it also helps save time on your end and theirs.

Remember, it’s a job seekers market and yours won’t be the only job opportunity top IT talent is considering – so the need to act fast is paramount.


Candidates do not want to be “left hanging.” They want to know what is happening during the interview process; so be honest with your candidates about it and share details about when they can expect to hear from you. Then follow up! A lack of communication could completely turn a candidate off to the position and your company. So, keep in constant contact with your candidates (texts and emails are ok). Even the smallest amount of feedback can help keep that candidate engaged and interested in your opportunity until you’re ready to make a hiring decision.

Make a Compelling Offer

When you’re ready to make an offer, be sure it’s a good one. Trying to low-ball a candidate, especially a highly talented and sought after one, typically won’t end in an acceptance. If you’re dealing with a top-level candidate, you’ll need to make a compelling offer. And compelling offers entail everything, from starting salaries to benefits, perks, flexible work options, and paid time off. While going above and beyond in a job offer isn’t a practical strategy for every position, it is for the right candidate.

If your organization is in need of any more hiring tips, consult the staffing firm whose been in that business for nearly three decades and contact us today!

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