Home > News > June 2005 > 07-Jun-2005

Skills shortage puts interviewers under the spotlight

The dynamics of the interview process need to change if organisations are to attract the best IT professionals. That’s according to Parity who are advising businesses that in a market where skilled workers are in short supply, interviewers need to sell their company to prospective employees.

Parity says that this means the traditional approach to interviewing needs to be turned on its head so that it becomes as much a showcase for the company, as well as a platform for the candidate.

"Too much emphasis is often placed on interview techniques for the interviewee," said Jeff Brooks, Resourcing Services director at Parity Resourcing Solutions.

"While these are important, the current skills shortage in the IT sector means that the job market is working strongly in favour of skilled contractors and permanent candidates, putting them in a position where they can pick and choose the job that’s right for them.

"Employers therefore need to improve the interview experience for the candidate in order to increase the likelihood that they will accept a job offer,"

Parity believes that the factors at play are simple, but often overlooked, and is urging interviewers to use these four top tips to help them improve the recruitment experience:

* On arrival, never keep a candidate waiting for longer than five minutes before the interview and always offer refreshments. Be pleasant and disarming throughout the process

* Prepare for the interview to ensure optimum use of time – relevant questions will add value to the interview and help the selection process

* Ask the same three (at least) questions to all candidates for any given position – this will make it easier and fairer to compare

* Always offer timely and constructive feedback, even if the candidate is not suitable for the role. He or she may be suitable in the future or may be right for a different position in the company. Moreover, their goodwill towards your company (even if not successful) will be great PR in the future and may attract other applicants that they speak to.

Brooks concluded: "In summary, companies must understand that they are selling the job to the applicant and work hard to ensure that good talent wants to join them – there is simply no place for arrogance by employers in the war for talent."

Training and development books

Discover books on a variety of training and development topics at the Training Reference Bookshop

Source suppliers

Visit the Training Reference Directory to view supplier details for a wide range of courses, products and services.

Sponsored links

Back to top