When it’s time to hire new talent for your organization, taking the right steps early on can have a profound impact on whether you’ve found the right candidate for the role. As the tech landscape continues to grow and the gap for skilled workers continues to widen, you’ll need to have a thoughtful approach to how your organization addresses talent needs.
Having a highly detailed job description can outline the skills you’re looking for, but it can also unintentionally discourage applicants who may not fit the mold exactly. We’ll share some insight into how you can create inclusive job descriptions, allowing you to attract diverse, top talent, while avoiding unintentional bias during the hiring process.
We’ll also take a closer look at the ROI your company can potentially gain when removing unconscious bias from your search process. Finally, we’ll provide you with a list of the top 10 technology-sector jobs as compiled by CompTIA market research and provide job descriptions you can use during your IT talent acquisition process.
Do’s and don’ts on hiring tech talent
The workforce, along with the tech landscape, is changing. The way you look for talent should keep up with that change. Some hiring practices have become antiquated and knowing which practices to let go of and which to adopt can radically change the quality of talent you bring onto your team. Here are some do’s and don'ts all HR professionals should keep in mind as a company evolves.
Do consider whether any given job really requires a college degree – Tech roles including software development and cybersecurity have evolved so quickly over the years that today’s tech graduates turn to credible tech certifications like CompTIA certifications to validate they have the relevant tech skills needed today.
Don’t look for someone perfect, look for someone right – No candidate will cover all the bases for the role you’re looking to fill. Having a defined set of 3-4 “must-have skills” is a good place to start, but the right candidate is someone who feels aligned to a job description that describes what the work actually entails.
Do recognize that every new hire is on a learning curve – Every. Single. One.
Don’t be quick to dismiss differently abled job candidates – These candidates may be easier to work with and less expensive than you think.
Do recruit another person to help screen job applications – Designated HR recruiting professionals add great value and efficiency by helping leaders focus on a list of highly qualified candidates instead of a pool of applicants.
Don’t require testing upfront during the employment process – If testing is part of your organization’s process, place it toward the end, and not the beginning.
Recognizing the ROI of a diversified workforce
Diversifying your workplace is the right thing to do on many levels. It also makes sound financial sense. CompTIA’s Diversity in the High-Tech Industry report highlights that 64% of respondents agree that an organization with a diverse employee base is more likely to produce world-class innovation than an organization that is largely homogenous in makeup. The different experiences of people from all walks of life broaden critical soft skills like collaboration, creativity, and problem-solving.
Avoid unconscious bias with tech job descriptions
A job posting is the first impression you’ll give off to your talent pool. It’s at this moment that brand reputation and image begin. Stand out by providing clear, concise, and targeted job descriptions. This is where you’ll set the tone for what you want in a candidate and what you expect them to bring to the table. Implement these tools to avoid unconscious bias and create quality descriptions.
1. Define the tasks that need to be handled within a job – Have clear key tasks within the description. Choose no more than 10 tasks within each description that candidate may need to do for your company.
2. Detail the skills needed to handle those specific job tasks – For example, a computer user support specialist will need excellent customer service skills, calm and clear communication, problem-solving, conflict resolution, and teamwork. Meanwhile, a business analyst may need additional skills in organization and problem probing.
3. List how candidates can validate those skills – This is usually through education, certification or experience. Don’t overlook non-traditional routes to IT careers.
4. Don’t overlook the details – Check your company’s description online to ensure you don’t have gender bias phrasing that might attract a specific group of people and exclude others. You can check your descriptions for possible gender biases in Textio’s software online at Textio.com.
Build your tech talent with support from CompTIA
Improving your tech talent starts within your organization. Knowing how to market your talent needs through inclusive and intentional job descriptions can help you widen the pool of applicants by pulling in talent that brings a diverse skillset.
Whether you are posting a job description, or need insight on key tasks to highlight, CompTIA can support you. We have a list of job descriptions that cover the top 10 technology-sector jobs as indicated by CompTIA market research. Implement these job descriptions on your postings when perusing tech talent acquisition.
