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How to conduct effective recruitment:

One piece of advice to hiring managers to ensure they don't lose a top IT candidate:
Don't just bombard them with information and technology. Everyone else will do that. Set yourself apart by looking beyond the "IT guy" and finding the person who wants, needs, or desires something.
What are some common mistakes hiring managers make?
  • They don't adapt their communication to the candidate.
  • They focus on selling the job instead of getting to know the person.
  • They rely on intuition and gut feelings instead of using clear selection criteria.
  • They make unrealistic promises or oversell the company.
How do you "de-stress" candidates during an interview?
  • Express understanding for their feelings and share your own experiences.
  • Assure them that you don't expect answers to everything and that they can send additional information by email.
  • Create a relaxed and friendly atmosphere.
What are some tips for effectively negotiating with IT candidates?
  • Understand their true motivations and desires.
  • Be prepared to offer more than just money.
  • Be flexible and creative in your solutions.
  • Be transparent and honest in your communication.

"You don't choose the best candidate in the world. You only choose the best one from those you have available."
This quote helps hiring managers to focus on the candidates in front of them and make realistic decisions. It also reminds them that there is no such thing as a perfect candidate, and that the best choice is often the one who is the best fit for the specific role and company culture.
By focusing on the human element, understanding the candidate's motivations, and being flexible and creative in your approach, you can increase your chances of finding the perfect person for your team.
Key takeaways:
  • Hiring is not just about finding the best candidate, but also about being the best option for them.
  • To attract top talent, show genuine interest in the candidate as a person, not just their skills.
  • Focus on uncovering the candidate's true motivations and desires, and tailor your offer accordingly.
  • Be transparent and avoid making promises you can't keep.
  • Use behavioral interview questions to gain deeper insights into the candidate's personality and experiences.
  • Don't rely on intuition alone - define clear selection criteria and stick to them.
  • Remember that you're not looking for the best candidate in the world, but the best one available to you.


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