Should you bring your IT Recruitment In-house?

IT sector recruitment can be extremely aggressive, due to the fact that the skillset needed is so specific and in high demand. Suitable candidates for any vacancy can be very limited, making the process longer and more complicated than for other sectors.

What is in-house recruitment?

An In-house recruitment team means getting rid of recruitment agencies and hiring managers/ HR managers can fill their own positions. The In-house recruitment team will advertise job vacancies on their own website, job boards, and use internal databases and job sites to search for candidates, coordinate internal employee referrals, and build an extensive network of potential candidates.

Benefits of in-house recruitment

  • Reduced costs – we all know that expertise of a recruitment agency comes with a hefty price tag. Bringing your recruitment in-house means a much lower cost in the long run and for every employee you may not hire, your in-house recruitment team have simply grown their network and pool of potential future employees.
  • Company Culture – who knows your company culture better than your own employees? Every company culture is slightly different and the core values should be the drive behind the whole recruitment process. When you take on new people, they will either strengthen the culture or dilute it. In-House recruitment teams know exactly who will fit in.
  • Own your brand – an In-house recruitment team means you can really own your brand. Rather than dealing with a third party recruiter, all of your applicants will be dealing directly with people who work for and understand the brand, massively improving the candidate experience.

How to take IT recruitment in-house

  • There are many factors playing into In-house recruitment but the most important one is great communication skills of all team members and being clear about who you are looking for. Desired recruit’s technical skills, character and development potential will all need to be factored into the final job spec and the interview process will have to be polished and specific.
  • Many In-house teams now put a very high value on using data to inform decision making. The data that you work with is essential. You’ll be expected to be able to demonstrate how you can impact on process and improve outcomes through using data, whether it be saving time or money or improving diversity of short lists.
  • It’s important to always be engaged, be led by delivering a high-quality service. Speak to managers as often as you can. You need to really believe in the business you work for before you put that message out externally when recruiting.

Common problems faced by In-house IT recruiters and how to solve them

  • Candidate screening/ interviewing process – Determine the skills needed for the role as well as the personality traits. Structure the interview with a mixture of behavioral and situational interview questions.
  • Too many unsuitable candidates are applying to job ads – Use the right job title and supporting language in ads as well as making sure they are advertised in all the right places. CW Jobs and Dice are the top two niche IT job boards.
  • Making sure the applicants have the skills needed before hiring them – It’s harder to test for IT skills than any other sector, which is why we’ve covered all the necessary IT Technical Skills and how to test for them in a previous blog
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