Subtle Recruitment Strategies That Get Results - Page 2

Jun 1, 2007

Katherine Spencer Lee

Offer a Warm Greeting - Make people feel welcome when they arrive at your company. Inform the receptionist of the candidate’s name and appointment time. Then do your best to adhere to the interview schedule.

A late start can be particularly troublesome to applicants who may be missing work for the appointment, and tardiness suggests that the interview isn’t a high priority to you. Also, re-read the person’s resume before the meeting, so you’re familiar with his or her background.

Be careful about scheduling appointments with candidates too close together. You don’t want applicants to feel that they’re part of an assembly line of interviews.

Highlight Technology Investments - During the screening process, it’s easy to get so caught up in evaluating candidates and their potential fit with the company that you don’t adequately promote the job opportunity.

IT professionals will have a keen interest in the technologies your firm uses and any future plans for upgrades. Candidates want to know if they’ll be stuck working with outdated products or whether your company is keeping up with trends. So, if your firm has made or expects to make any interesting IT investments, be sure to tout them to prospective employees.

Promote your History - Many IT professionals either experienced the dot-com crash firsthand or knew colleagues who did and want to avoid similar job loss again. They’ll be looking carefully for any warning signs of potential problems in your business.

Having financial success and a strong track record in your industry can be critical selling points. Talk about your organization’s management team and hand out printed materials such as annual reports that reinforce your firm’s stability.

Often it’s the small actions you take that can set your company apart from the competition when recruiting IT professionals. Think beyond dollars and cents to what you truly can offer candidates: Why would someone want to work for you? Playing up some of the less obvious bonuses of joining your team may give you just the edge you need to secure the best employees.

Katherine Spencer Lee is executive director of Robert Half Technology, a provider of IT professionals for initiatives ranging from e-business development and multi-platform systems integration to network engineering and technical support. Robert Half Technology has more than 100 locations in the North America and Europe, and offers online job search services at

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