How to find the perfect ICT professional for your company
The South African information and communication technologies (ICT) sector is well established and cutting edge. Because our ICT market is so sophisticated, the type of candidate you will need to recruit to fill positions in this industry need to be highly qualified and “tech savvy”. Very often, top candidates are not actively listed in the job market, which means that searching on conventional e-recruitment sites will not give you the results you were hoping for. This means you need to find these candidates elsewhere. The question is: Where?
To catch the attention of the best-of-breed ICT candidates and, more importantly, hold their interest, you need to highlight the benefits that the candidate will get out of the job being advertised.
I have put together nine tips, which we use in our company, when we write our job advertisements. Use these next time you write a job advertisement for an ICT staff member in your company so that you secure the best applications!
1. Make your job title noticeable
When you compose a job title, make it something quirky and flattering that will help your job stand out from the rest of the advertisements out there, e.g. “Net expert for new start-up”
Three-phrase titles can be impressive. Try one of these combos:
- Phrase 1: “Lead”, “Senior”, “Dynamic”, “National”, “Global”, “Central”, “Legacy”, “Chief”, “Principal”, “International”.
- Phrase 2: What is the key skillset required, what is the career name, and/or software, programme, brand, security, research, implementation. Other words which could help you are “Interactive”, “Solutions”, “Integration”, “Functionality”, “Identity”, “Applications”, “Optimisation”, “Infrastructure”, “Communications”, “Intranet”, “Web”, “Quality”, “Mobility”, “Data”, “Creative”, “Configuration”, “Interactions”, Usability.
- Phrase 3: “Evangelist”, “Instigator”, “Strategist”, “Orchestrator”, “Architect”. If you really want to go over the top, use “Genius”, “Rock star”, “Guru”, “Officer”, “Engineer”.
2. Many candidates will choose a job based on its location
Is the location flexible? Convenient? Spectacular? Forget old school, own desk in a corner office. These candidates are all about the vibe and energy of their surroundings
3. Make sure the salary you offer is competitive
4. Clearly state if you’re looking for a full-time employee or a contract/temporary employee
Consider how to accommodate work-life balance. This is often a deal breaker with candidates.
5. The job overview is your chance to sell your company – so make it count
It’s also your opportunity to tell candidates why your company is a fun and inspiring place to work.
Answer the following questions to differentiate your company and make your job description more attractive to high achievers:
- Do you offer training?
- What is the corporate culture like in your office?
- Do you allow flexible work location and working hours?
- Do you have a “cool” working environment?
- What are your company’s culture and values?
- Is there “great leadership” in your company?
- What is your company’s mission?
- Do you offer an opportunity to make an important contribution to the community?
- What is the benefits package you offer?
6. What deliverables would you expect from the successful candidate?
People want to know what they will be specifically responsible for producing to be successful at the job and contribute to the company success. So make sure that you state this clearly in your job description.
7. What unique challenges does your company offer?
Make this exciting. Talented people love to have the opportunity to grow professionally and learn by succeeding in challenging situations.
8. What are the job requirements?
List only the essential requirements. Do not state obvious requirements, such as “excellent communications skills”. Ask yourself if you are willing to train the right person and if there are any required skills that could be learned on the job if you find the right person?
Put down two or three “nice-to-have” job requirements which are not essential for the successful candidate to have but candidates who have these skills will be preferred.
9. Last, but not least, always remember to put in the special considerations for the job
For example, travel, shift work, etc.
To see how all of these items fit together to form a job description, follow this link.
