Candidate experience in IT recruitment:  How to build a relationship for years with a programmer?

Observing the current job market through the prism of changes in the IT industry and what technologies are emerging – even for the HR industry, as well as what expectations candidates have of recruiters, we can begin to think and ask ourselves: what to do to build a relationship with IT candidates for years to come?

What did the labor market look like in the past?

Until about 10 years ago, Poland had an employer’s market. It was the companies who chose who they wanted to work with, who dragged out recruitment processes and who did not report on the outcome or status. Sad, but unfortunately true.

To do justice, let’s point out that the IT industry was not at all a green island in this case. Many of today’s experienced professionals in their field have repeatedly wondered about the sense of working in this industry, studying computer science and related fields. Hard and demanding work , yet not at all as well paid as it may seem.

However, the fact that currently a programmer is one of the most sought-after professions proves that people need technology, innovative solutions, tools to improve their work and life. Recruiters themselves often use various technological solutions. When recruiting in IT, when it comes to contacting candidates – remember to be respectful of their time.

Candidate experience in practice

Candidate experience is the total experience of the employer, the company and the recruitment process. How do you ensure positive candidate impressions during recruitment and translate them into long-term relationships?

Asking and openness

It is very unfair to belittle a candidate because of the lack of studies or a certain degree. Likewise for ignoring resumes, which are often not perfect or lack relevant information. What are the benefits? For example, about the position or duties previously performed, etc. Instead of dismissing such a resume in advance, try to get to know its creator. An interview with the candidate should come to the rescue. During it you can inquire about everything that will be important to the client, but also learn about the candidate’s motivations. A programmer understands that recruiters are often not technical people, so they don’t need to know, for example, that if someone codes in Rect.js, it’s impossible for them not to know JavaScript. Talk, ask, listen, and you will get what you care about.

Flexibility

Be flexible during the process. Be in constant contact with the candidate, talk to the client. You are a kind of buffer between the two sides of the process. Build mutual communication full of trust, openness and honesty. Providing false information in a recommendation will certainly not help the candidate, much less yourself.

Openness

If you notice a message from a candidate, such as on Linkedin, asking for help, advice or asking about job opportunities – write back to that person. Whether you have the ability to help or not. In this way you show that you are ready to help, support him in getting his dream job and that you care about his professional development. This is how you build a lasting relationship.

Hearing

No contact, ghosting or ignoring the candidate will not do any good. His resume shows that he doesn’t have enough experience? Instead of rejecting it outright, give it a chance. Perhaps I want to retool and, for example, I am looking for a first internship or even an apprenticeship to gain valuable experience? I myself once changed industries, and if that someone on the other side hadn’t given me a chance, I probably wouldn’t be where I am today. Support in professional development instead of clipping wings.

Ignoring meetings

There are recruiters who make an appointment with a candidate for an interview and simply don’t show up for it, and then don’t respond to messages – they just disappear apply the so-called ghosting. Unfortunately, such people make a negative reputation for the entire recruiting network. By such actions, some candidates may perceive us as unserious and unprofessional.

Feedback

Recruiters – no matter what model or what company or companies you work for – respect your candidates and their time. You should give them at least brief feedback after each process. We wrote about how to do this and why it is one of the most important parts of the process HERE.

Respect, trust and understanding

Mutual respect and understanding are especially important in recruitment. Just because a client doesn’t have a budget or hasn’t provided feedback on a candidate doesn’t mean that you can’t at least let them know if the process gets longer or if there are other important things or changes. A brief conversation and the assurance that if you hear from the customer, “maybe you’ll come back” with information is not enough. Let’s respect ourselves and our time. Especially since we recruiters also sometimes change jobs for the sake of growth, money or other aspects important to us. And feedback is as valuable to us as it is to a programmer or an accountant or a mechanic.

Candidate experience is extremely important in conducting processes. By nurturing a good relationship with an IT candidate, but not only – this applies to any industry – you show your best side. In this way you build not only a good impression of the company you are recruiting for, but also your professional image. Your candidates may recommend you to other programmers who are looking for work. Consciously built relationships bear fruit. Take care of them!

Be sure to also check onboarding of employees.

Justyna Maroszczyk

candidate experience

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