Hiring Talent Archives - Page 2 of 3

Why these IT Job Descriptions are Effective

We are big believers in planning for your next open position through our Outcome-Driven Job Description. It’s the most thorough way we know of ensuring you know exactly who you are looking for and why. Plus, having that knowledge up front allows you to create the most accurate IT job description. So both you and […]

Tips to Remove IT Hiring Headaches

It can be problematic for companies to go through the entire hiring process only to end up with an employee who doesn’t meet the needs of your team. Having an experienced IT recruiting firm can make all the difference when it comes to finding a successful candidate to join your business. But even without the […]

6 Best Practices of Insourcing Implementation

Insourcing can be a great solution. But one size does not fit all. As we’ve discussed before, insourcing – engaging a third party to hire, manage and administer a functional team onsite with your organization – can be a great way to get both the benefits of ‘outsourcing’ and the convenience of an in-house function. […]

Hiring Tech Talent/ How to hire tech talent

Smart Resume Tips for IT Consultants

The other day I got a call from a recruiting colleague whose judgment I trust. “I sent you a fantastic candidate for that IT consultant role I know you’ve been working on,” he told me. “But he says he sent you his resume last week and still hasn’t heard from you. How come you haven’t […]

Hiring Tech Talent/ How to hire tech talen

Writing the Ultimate Tech Job Description

For many organizations, the Job Description is the starting point of fulfilling an open position. But not you. You’re different because you want to find the right candidate whose skills and dedication contribute to your organization’s overall goals for years to come. You started with the Outcome-Driven Job Description process and have prepared an effective […]

Position Timeline – Create Having into Doing

A traditional IT job description usually includes a laundry list of responsibilities your new hire will own. Some are vague including soft skills you want this candidate to possess. And some get more concrete, like increasing team productivity or creating less software downtime. A list like this within a marketable IT job description is meant […]

What is your new IT Position’s Major Goal?

That question can be tough to answer if you haven’t taken the time to truly analyze why you are filling this position in the first place. The Major Goal is a culmination of a series of exercises your organization should be performing before going out to look for the perfect IT candidate to join your […]

Creating Your New IT Hire’s Major Responsibility Buckets

The best way to search for the right IT candidate for your position is to be crystal clear on the responsibilities they will take on starting with day one. It also helps the candidate know what they are getting into when they take on your position. These two things help put you on the road […]

Perform a Gap Analysis Before Your Next IT Job Search

At Poly Tech Talent we’re convinced when U2 sang, “I still haven’t found what I’m looking for,” it’s probably because they didn’t perform a Gap Analysis before they started the search. The Gap Analysis is a series of questions meant to put you on the path of marrying what you think you are looking for […]

Why Your IT Job Description Isn’t Enough

A job description allows you to go to market with your position. Get the word out. Start the search. Find the right team member. It’s standard fare. You have to have one. And so many companies rush to get something on paper, more accurately the internet. Something that checks all the right IT boxes and […]

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