All posts by Shana Wigley


The Future Of It Recruitment

I remember about 25 years ago, in my first job searches, when the newspaper was the primary means to publish and search for job ads. I ran through the pages of the newspaper with a highlighter in hand and marked the offers that seemed interesting to me. The next step was to print enough resumes (or photocopy them) and send them to the addresses indicated in the announcements. What comes next has changed, but not so much. IT Recruiting Agencies review the curriculum and call the candidates they want to incorporate into their selection processes.

Nowadays, curricula are still widely used, but the media has changed. Most professionals have their resume on LinkedIn and / or on various job pages (in addition to a copy in Word somewhere on your hard drive)

Recruiters today have tools such as job websites where they can quickly post jobs or search for profiles, or look for them on social networks like LinkedIn. Recruiters have access to online tools such as Evalart that allow them to evaluate online candidates and optimize their selection processes. To manage the process itself, there are many tools in the market.

How Will It Recruitment Be In The Next Decade?

Companies depend more and more on technology, so the demand for IT professionals can only increase. Even the smallest company desperately searches for IT professionals for several reasons.

Software for each activity of the company, the website, networks and communications, mobile applications, and in general, the internet of things.

Demand grows faster than the supply of IT professionals, which means that the gap will be widening.

Cloud Programmers

Concepts such as outsourcing and offshoring are nothing new, but a trend that is taking more and more strength is freelance work. Online platforms allow professionals to be hired anywhere, and technology facilitates more and more the communication of teams scattered around the world.

As the gap between demand and supply increases, companies will have to turn to programmers from emerging countries with lower costs. Recruiters will have to search the world to get the best talent and build teams that can be geographically distributed.

This must somehow be balanced with the trend that recognizes that physically placed teams have much better performance, so technology will increasingly offer alternatives so that geographically dispersed teams can work almost as if they were together (high-quality videoconferences, tools of collaboration, etc.)

The Importance Of Your "Recruiting Brand."

The imbalance between supply and demand will increasingly tilt the balance, making the IT labor market a favorable market for professionals and unfavorable for those who hire. To complicate things even more for IT recruiters, the technologies are increasingly complex and, therefore, only the most talented are up to the current challenges. Twenty years ago, a company needed a programmer who knew a language (and that language was everything). Today they must know more than one, and each one has dozens of frameworks, applications have multiple layers and must be integrated with an incredible variety of external systems.

Because of this, the most talented resources will not be selected; they will be the ones that choose and the role of the recruiter will be mostly a marketing job to attract the best talent. This will, of course, be easier if the company is recognized as an excellent place to work, with attractive benefits and challenges for the professional. This is where the Recruiting Brand becomes so essential.Companies must work to develop a strong recruiting brand that sells the culture and all the benefits that the company will deliver to the candidate if hired. Here, when talking about benefits, it is not just about the end of the year bonus, it is about everything that makes working there attractive. For example, a company recognized as highly innovative,

Big Data In Recruitment

If the curriculum had a couple of pages of information, in a decade the recruiters will have much more information at their disposal. Thanks to the analysis of large volumes of, it will be possible to determine candidates with enormous potential automatically. Just as today this is done to analyze a person’s credit, in a decade you can decide for all your history in the network if you are a professional with higher probabilities of offering the best return to the contracting company. The Big Data will have a lot of information to generate complex models. What the candidate posts in social networks, what people have in their networks, in what companies they worked, what their rotation patterns say, and the companies where they work, who recommend them in social networks,

The future always ends up being different from what one expected, but it is clear that recruitment is not the same as 20 years ago, and neither will it be in 20 more years.


What Happens If The Company Does Not Have A Specialized It Recruitment Process?

Large IT companies can have a large department of human resources, however the degree of specialization that this department sometimes has is not deep enough to search and locate precisely the competencies needed to form an IT team that really responds to the demand of the company, this is not usually a lack of “attention” to this issue, but being an HR area responsible for the entire company, it typically handle most of its recruitment processes in the same way. Unfortunately, for the IT areas, this is not something that always works.

What Is The Specialized It Recruitment?

“The real specialty of an IT recruitment does not mean receiving a CV, knowing the candidates’ certifications or knowing about the required courses, what companies in the sector really require or those companies where their operating center is located in IT, is a recruiting team with the ability to validate the knowledge and skills of the candidate, understand the language in which he speaks and detect through highly incisive questions, if the candidate knows, knows and really uses the necessary tools to cover the position requested; you need people with a deep knowledge of IT, “said Mónica Cabrera, from Randstad Mexico.

Given the detail that this implies, it could sometimes be more than cumbersome to carry out a process of selection of IT personnel exclusively for a specific project or implementation, resulting in some cases more expensive the process of an appropriate selection than the recruitment itself , having to implement new processes, which may have to be modified for the next project.

And What To Do?

Faced with such challenges of an adequate and above all efficient recruitment process, an option of administration and management of recruitment, whether for temporary or fixed hiring, is the support of a business partner capable of supporting the demands that this implies, such as It is specialized recruitment, payroll management, clear and personalized attention, handling of different types of contracts, among other things.

According to Mónica Cabrera, certain essential aspects to consider for the process of selecting, hiring, and managing IT personnel, either through a supplier or internally in each company, are the following:

Know clearly what is the profile that is required, what points are a priority and indispensable to cover for the vacancy (for example: what skills or salaries are needed).

Analyze What The Selection Process Will Be.

To know if the personnel in charge of the recruitment understands and knows the tools, certifications, and competencies that the company requires.

Consult with the Human Resources area or with the provider of this service, what selection processes will be applied for the different vacancies, remember that the vacancies are various, as well as the competencies that you need from the people in each position.

Know what tests or questionnaires will be applied for the election of the candidates. To avoid losses of time or money, it must be verified that the candidate knows and manages the requested tools.

If your selection, contracting and administration process is carried out by an outsourcing company, you must know if it complies with all legal requirements (look for member companies that validate this point, such as AMECH).

It is essential to know if the HR area or the provider clearly explains to the candidates under which scheme they will be hired (by project, by fixed or indefinite time, among others).