5 common IT hiring mistakes to avoid

There’s a lot of competition for IT talent right now, and companies can’t afford to bring in the wrong people. Here are five common IT hiring mistakes to avoid:

1. Not preparing for the interview

Just as candidates need to work hard to get read for a job interview, managers need to do the same if they’re serious about bringing someone on board. In IT hiring, candidates have a lot of leverage right now, and not being familiar with someone’s resume will give the candidate a bad impression, and he or she may decide they’d rather work somewhere else.

2. Making quick, emotional judgement

When there’s a lot competition in IT hiring, it’s important for companies to act quickly. But on the other hand, a common reason the wrong people get hired is that managers are too quick to judge applicants’ personalities. That means some qualified people may not be given a fair chance to show off their skills in the interview because a decision-maker has already decided against them.

3. Withholding key information

In a way, an IT hiring manager is also a salesperson who needs to present the company as an attractive place to work. That’s why managers should refrain from speaking negatively about the environment — but it also isn’t smart to dodge candidates’ questions or hide the truth. If people accept a job based on partial information, it’s unlikely they’ll be at the company long.

4. Failing to verify IT certifications

According to some surveys, many candidates cheat on IT certification exams, and other may completely lie about the certifications they’ve earned. To make sure candidates know what they say they know, IT hiring managers should get some kind of verification about candidates’ certifications, and ask some questions during the interview to gauge the person’s skill level in those areas.

5. Asking about touchy subjects

Interviewers need to make sure they avoid talking about certain subjects, including religion, race, age, etc., even if it’s just of seemingly harmless small talk. At best, it may make the candidate decide not to take a job with the company, and at worst, it could lead to legal trouble.

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