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How To Hire IT Staff

How To Hire An IT Team
How to Hire
1. How To Hire Employees
2. How To Hire Sales Staff
3. How To Hire Marketing Staff
4. How To Hire IT Staff
5. How To Hire Accounting Staff
6. How To Hire Transportation Staff
7. How To Hire Construction Staff
8. How To Hire Retail Staff
9. How To Hire Administration Staff
10. How To Hire Civil Service Staff
11. How To Hire Education Staff
12. How To Hire Customer Services Staff
13. How To Hire Finance Staff
14. How To Hire Healthcare Staff
15. How To Hire Hospitality Staff
16. How To Hire HR Staff
17. How To Hire Management Staff
18. How To Hire Professional Services Staff
19. How To Hire Bar And Restaurant Staff

Hiring IT professionals involves numerous parts and actions in an already competitive job market with a shortage of qualified and experienced workers. Employers and hiring managers about to embark on a mission to hire an IT professional need to get the hiring process right to avoid an overly long recruitment timeframe and unnecessary costs. Failing to hire the best candidates can lead to a lack of skills, failure to implement business strategies, weak cybersecurity, or a host of other regulatory and compliance issues.

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However, follow the proper steps, and you can implement a hiring process that will see you recruit the perfect candidate on time and within your recruitment budget. Leverage effective recruitment solutions appropriate to your business and industry, and you will hire an IT professional who can solve your technical issues, implement new technology, serve your customers, and help your business grow.

In this tech talent hiring guide, we lay out the steps to hiring a successful IT specialist, including:

  • Preparing To Recruit IT Staff: Your Employer Brand & Company Careers Page
  • Writing An IT Job Description & Job Advert
  • How To Hire All IT Staff
  • Advertising Your IT Position: Referral Schemes, Social Media, & Job Boards
  • Reducing IT Department Hiring Costs And Time: Recruitment Companies & ATS
  • Screening Job Seekers & Conducting Interviews
  • Presenting A Job Offer & Onboarding IT Professionals

Preparing To Recruit IT Staff: Your Employer Brand & Company Careers Page

How To Recruit IT Staff

Before you begin to advertise externally for IT professionals, you should review all your existing candidate touchpoints to ensure you are promoting a positive employer brand. You will ultimately only secure the right candidates if you show that you are a highly desirable employer where top candidates should be itching to work.

Download Job Advert Template

It would help if you considered how you portray your company culture, company values, and your company’s own success, along with other elements such as supporting further training and career development. In our Guide On How To Hire, we explore deeper the topics of Why Should SMEs Build An Employer Brand and What Should Be On A Company Careers Page.

Writing An IT Job Description & Job Advert

How To Write An IT Job Description

You can only write an effective job description and job advert for your IT positions if you speak to key decision makers in the hiring process, including the position’s line manager:

IT Job Descriptions

Writing a job description for information technology roles will help a hiring manager speed up the recruitment process. The best practice is to have one on file for all company positions, which can be quickly updated and used to create the job posting whenever recruitment needs arise.

For Search Engine Optimisation (SEO), it is best to integrate keywords and key phrases that potential candidates might search for in a search engine. It should have a clear message to attract the most suitable job candidates. It also helps to refrain from using excessive punctuation and too much industry jargon, although this is a technical field, so jargon is more acceptable compared to other business sectors.

When writing a job description for a IT professionals, consider:

  1. Identifying and outlining typical company-wide requirements
  2. Collating today’s minimum technical skills, qualifications, and experience
  3. Reviewing what your competitors are saying in their job descriptions
  4. What your new hires should look like
  5. How you want your brand to be perceived

Our Job Description Templates can help you get started; we appreciate writing this content can be challenging. You can discover the most popular IT Job Descriptions here.

Further valuable resources include How To Define What People Do In Their JobsPreparing Job Descriptions, and Key Roles And Responsibilities In IT.

IT Job Postings

Your IT professional job descriptions form the basis of your job ad. There are other elements to add to attract qualified candidates with the right skills, so ensure your job ad includes:

  1. An accurate job title – what would an IT professional search for?
  2. An opening statement – saying why the ideal candidate will want to work for your business
  3. The job’s description
  4. A list of responsibilities – example; evaluate emerging technologies, database management, oversee the introduction of cloud computing, train users, resolve software issues, hardware problem solving, managing email systems, or installing wide area networks
  5. Qualifications, personality traits and required skills, including soft skills and hard skills – IT degree, project management, active listening, risk analysis, ability to work under pressure, or expert knowledge of operating systems
  6. Job location – office-based or work from home for remote employees
  7. Pay range and employee benefits – check the average salary here for roles such as web developers, database managers, network engineers, and UX designers 
  8. Next steps – potential candidates should email xxx

We recommend that both a large, medium, and small business use a job advert template to get down the basics and fill in more detail on the unique aspects of your company, team, jobs, and ideal candidate.

How To Hire All IT Staff

HOW TO HIRE A BUSINESS ANALYST

To hire a Business Analyst, describe your company, its challenges, and objectives. The job ad should incorporate must-have personality traits, such as conceptual thinking and experience, such as a proven track record of leading change projects.

The duties that can attract applicants include evaluating business processes, identifying strengths and weaknesses, and creating, introducing, and assessing solutions.

Business Analyst Job Description Example

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HOW TO HIRE A DATA ANALYST

To hire a Data Analyst, your job advert should appear on social media, and your company careers page, and niche job boards. Defining your candidate specification will help ensure qualified applicants apply and can include a high level of data methodology understanding.

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Attractive responsibilities include leveraging data analysis tools, utilising master data sets, developing reports, and drawing conclusions to present helpful insights. 

Data Analyst Job Description Example

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HOW TO HIRE A DATA SCIENTIST

To hire a Data Scientist, you should use a job description template and add information about your products, service, and business sector. Top-requested skills include excellent communication and expertise in applying statistics methodology.

Data scientist tasks include developing data-driven strategies and solutions, collecting large data sets, determining the correct variables, and interpreting data to discover opportunities for growth and increased competitiveness.

Data Scientist Job Description Example

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HOW TO HIRE A CHIEF TECHNOLOGY OFFICER (CTO)

To hire a Chief Technology Officer, define your technical challenges and relay your company story. A list of candidate proficiencies will help ensure a good match and can include proven business planning and leadership skills or qualifications, such as a bachelor’s or master’s degree.

Set out vital responsibilities to entice applicants, such as introducing quality assurance processes, implementing or improving the technical strategy, supporting business operations, and IT planning.

Chief Technology Officer Job Description Example

Post A Chief Technology Officer Job

HOW TO HIRE A SOFTWARE DEVELOPER

To hire a Software Developer, your job listing should define the function of your business and include links to your company website or social media channel. To enhance candidate matching, incorporate your preferred requirements, such as in-depth programming knowledge or a computer science degree.

The enticing duties of a software developer include system design, adapting software for hardware, recording outcomes, and performing solution testing and validation.

Software Developer Job Description Example

Post A Software Developer Job

HOW TO HIRE A WEB DEVELOPER

To hire a Web Developer, you can leverage ads on general and IT job boards, as well as your LinkedIn profile and Facebook page. Inform the audience if the position is remote, hybrid, or office based and include soft skills such as team working and communication. It can help to state CSS, HTML, My SQL, and JavaScript literacy as a role requirement.

Desirable job duties include working with other developers and designers, creating software applications, testing and validation, and ensuring code aligns with the latest standards.

Web Developer Job Description Example

Post A Web Developer Job

HOW TO HIRE AN IT MANAGER

To hire an IT Manager, your job postings should state your business’s mission and describe the network, systems, and infrastructure in use. It can help to write an IT manager profile, setting out must-haves such as prior leadership experience and excellent security system and database knowledge.

Prioritise the most attractive parts of the role, including IT strategy planning, monitoring cybersecurity, and leading and mentoring the company’s IT professionals.

IT Manager Job Description Example

Post An IT Manager Job

HOW TO HIRE A WEB DESIGNER

To hire a Web Designer with outstanding skills, be specific about the graphics and user interface design skills you desire. Links to your websites and a vision and values statement are helpful.

The duties that encourage prospective employees to get in touch include developing new websites or web pages, developing mobile-first solutions, meeting with clients where services are offered externally, and creating user flows in conjunction with the project team.

Web Designer Job Description Example

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HOW TO HIRE AN UX DESIGNER

To hire a UX Designer, your job posting might include a brief synopsis of your service, products, or typical reader/customer. Proficiencies to list include information architecture expertise, problem-solving, and knowledge of your utilised programming languages.

The position’s overview might detail tasks such as identifying the scope of projects, overseeing user testing and feedback, and designing software that delivers the best possible experience.

UX Designer Job Description Example

Post An UX Designer Job

HOW TO HIRE A SOLUTION ARCHITECT

To hire a Solution Architect, state the positive aspects of your company culture and the benefits of joining your team. Niche IT job boards will help you target individuals with extensive business and IT knowledge.

Solution architect responsibilities that stimulate application numbers include reviewing client briefs and aligning effective solutions, collaborating with team members, and monitoring the progress of projects as they move through the development and implementation cycles.

Solution Architect Job Description Example

Post A Solution Architect Job

HOW TO HIRE A SCRUM MASTER

To hire a Scrum Master, outline the goals and targets of your company and ensure the role’s description includes relevant keywords and technical skills. Leadership, Agile technology proficiency and adaptability are top requirements.

Responsibilities that could attract a Scrum Master to your company include researching technologies to solve problems, overseeing the development team, presenting projects to clients and senior managers, and managing information exchanges.

Scrum Master Job Description Example

Post A Scrum Master Job

HOW TO HIRE A SOFTWARE ENGINEER

To hire a Software Engineer, tell job hunters your company story and include details of the mobile apps, computer games, or software programs under development. A candidate specification will help you secure a good fit and might consist of a proven track record in programming, coding, and software development.

The tasks that might compel software engineers to apply include steering the programming strategy, researching software applications, monitoring systems, developing apps, and implementing fixes.

Software Engineer Job Description Example

Post A Software Engineer Job

HOW TO HIRE AN ANALYST

To hire an Analyst for your company or IT department, start by describing your mission and the business actions that need optimising. Excellent presentation skills are required, and the top tier of candidates will have a bachelor’s or master’s degree in computer science or statistics.

Enticing job duties include locating data sources, collating reports, scoring and reviewing complex sets of data, improving business practices to lower costs, and presenting solutions and approaches to senior managers.

Analyst Job Description Example

Post An Analyst Job

HOW TO HIRE A DATA ENGINEER

To hire a Data Engineer, describe why an applicant would want to work for your company, including benefits, working conditions, and average pay. Stating preferred skills might include asking for an IT or data engineering degree, coupled with interpretation and analytical skills.

Responsibilities that attract candidates include evaluating business performance, creating algorithms, enhancing the data pipeline, and driving business growth through software development.

Data Engineer Job Description Example

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HOW TO HIRE AN IT TECHNICIAN

To hire an IT Technician, clearly define the software and hardware systems your business utilises and the make-up of your IT support team. Desirable personality traits for the IT technician role include attention to detail, problem-solving, a proficiency with database programming.

The top aspects of the role include managing the business’s hardware, upgrading business systems, troubleshooting, and monitoring the appropriate software interactions of employees.

IT Technician Job Description Example

Post An IT Technician Job

Download Job Advert Template

Advertising Your IT Position: Referral Schemes, Social Media, & Job Boards

Advertising For A New Employee

With your job ad in hand, you are ready to find your new employee. Your IT recruitment strategy might include posting your advert:

Internally (Employee Referral Schemes)

A non-incentivised or incentivised employee referral scheme is extremely valuable when you want to hire the top tech talent. You will turn your current employees into motivated recruiters, sharing that you are hiring a new employees across their social and professional networks (LinkedIn, Facebook, and Twitter).

Employee referral schemes often bring in superb new hire, with your team’s connections including like-minded professionals and industry contacts. To engage this IT hiring strategy, share your job descriptions with your team and reward referrals from employees.

You can explore employee referral schemes further by reading Introducing An Employee Referral Scheme.

On Social Media

Hiring an IT professional through social media is effective, with free and paid advertising options. The best tips for success include ensuring your social media messaging is consistent with your employer brand and conveys a positive image. An active social media channel is helpful if you want to build a community of professionals just waiting for an opportunity to join your company. Recommended activity includes posting news, expert opinions, updates, and industry insights.

Our tips and advice for implementing a successful social media hiring strategy include:

  • Marketing yourself first
  • Joining industry networks and groups
  • Engaging with respondents and nurturing discussions
  • Using advanced search tools and Recruiter Lite on LinkedIn
  • Using Twitter’s advanced search tool and direct messaging
  • Building activity on your company’s Facebook page and encouraging engagement from existing employees, turning them into employer advocates

We explore finding qualified employees through social media further in our articles Social Media Hiring Strategies For SMEs and Job Advertising On Social Media.

On Job Boards

Whether your new hire is your first hire or your hundredth, advertising on job boards is essential if you want to recruit the right talent in an acceptable timeframe. You can post IT professional jobs on one job board, or many using an Applicant Tracking System. Job board resellers help you advertise your IT job across multiple general, niche, and geographical job boards using their integrated ATS software, minimising the hassle and time of developing leads to hiring employees.

Leading General Job Boards:

Niche IT Industry Job Posting Sites:

Aggregator Job Sites:

Geographical Job Sites:

You can advertise your job on these job boards today.

Reducing IT Department Hiring Costs And Time: Recruitment Companies & ATS

Reducing Hiring Costs

Budgets, deadlines, and administration require careful consideration whenever you instigate the recruitment process. To get the best results, you may decide to work with a recruiting firm with a UK wide focus, a global recruitment partner, or a niche recruitment company.

We discuss agency fees and recruiters in these two articles; How To Avoid High Recruitment Agency Fees and The Pros And Cons Of Having A Recruiter On Retainer.

Fixed Cost Recruitment

Fixed-cost recruitment allows you to hire at a flat fee governed by the level of service and functionality you desire.

The success of fixed-cost recruitment depends on the company offering the service, the methodologies they deploy, and their expertise and knowledge of your industry or business sector. You will need to determine which actions you need assistance with to use flat-fee recruitment successfully.

Four steps to leveraging fixed cost recruitment when hiring an IT professional:

  1. Place ads across leading job boards
  2. Search CV databases and social media channels
  3. Headhunt and shortlist new employee candidates
  4. Receive interviewed and qualified candidates

Useful resources:

Applicant Tracking Systems

Automatic Tracking Systems can significantly reduce the costs of hiring an IT professional by creating efficiency. Candidate, vacancy, and advert management fall within the software’s parameters.

Team access creates a unified place to work, helping you build a seamless hiring process and candidate experience.

Five steps to centralising recruitment with ATS:

  1. Find IT professionals online
  2. Review candidate scores
  3. Distribute personalised messages to a large candidate pool
  4. Automate responses
  5. Direct candidates to application forms

To explore all the features and benefits of Automatic Tracking Systems, read Centralising Recruitment With ATS.

Screening Job Seekers & Conducting Interviews

Screening And Interviewing Candidates

Before your interview process commences, you need to shortlist applicants by reviewing their CVs. Indications that you have an IT professional worth interviewing include:

  • Quantifiable evidence of past achievements and skills
  • The individual has steady career progression
  • The candidate is not job-hopping
  • The CV is free from spelling and grammatical errors
  • The candidate has the relevant experience and skills to meet the job requirements

Decision-makers and hiring managers need to be prepared to deliver a consistent interview experience. Ensure that anyone who has candidate contact is on the same page and understands the brand’s vision, values and opportunities. Interviews should be challenging, supportive, positive, and engaging.

Video interviews are an increasingly popular recruitment solution, saving on resources and speeding up the recruitment process. Video sharing, shortlisting, and feedback from hiring and line managers ultimately generate more successful outcomes. If you haven’t conducted a video interview before, read How To Conduct A Remote Interview.

Our article Defining Your Interview Process, discusses interview questions, avoiding unconscious bias, and interviewing tips.

Presenting A Job Offer & Onboarding IT Professionals

Presenting A Job Offer

Once you believe you have the right person for your IT role, you will need to present a job offer and onboard your sales reps:

Making A Job Offer

The process of presenting the job offer to IT professionals varies depending on what has occurred before. If you don’t already understand the individual’s current earnings, expectations are better managed over the phone. Phone offers should be confident but be prepared to make changes if the individual’s circumstances have changed. Reaffirm that the candidate is happy with the offer, clarify their acceptance, and proceed to a formal written offer.

A formal offer letter can be conditional (dependent on a background check) or unconditional and should include:

  • Job title
  • Candidate name
  • Your conditions – i.e., this offer is made subject to…
  • Official start date, time, and location
  • Probationary period
  • Offer terms
  • Candidate actions and acceptance instructions – i.e., signed copy of job offer
  • Terms and conditions of employment (issued within two months of the start date)

You can read further on Presenting A Job Offer here.

Onboarding IT Professionals

The onboarding process should support the IT professional as they become part of your team.

Actions for onboarding IT staff might include:

  • Creating an employer identification number
  • Presenting the new hire with an employee handbook
  • An office tour, introducing the person to their manager, team, and senior executives
  • Informing the person of the communication methods and company software to use in the new role
  • Presenting clear responsibilities and duties
  • Defining new role expectations, standards, and performance indicators
  • Gathering feedback from new hires

How To Hire An IT Professional FAQs

Here we answer your IT employee hiring questions.

What are the top job titles for job postings?

Job titles for staff handling IT include:

1. Business Analyst
2. Physical and Wireless Networks Engineer
3. Systems Engineering Manager 
4. Technical Support Specialists
5. IT Project Manager
6. IT Manager
7. IT Business Manager
8. Network Professionals
9. Network Managers
10. Network Engineer

What are the steps in the hiring process?

Recruitment steps include:

1. Update your careers page
2. Write a job specification and advert
3. Post your advert on job boards
4. Shortlist and interview candidates
5. Onboard your new employee

How To Hire Staff In Different Sectors

Find our recruitment guides for different sectors below:

All IT Job Descriptions

Post All IT Jobs

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