A New Approach to Hiring in the IT Industry
The IT industry is evolving faster than ever — startups emerge, new technologies rise, and artificial intelligence is transforming the way we work. In this whirlwind of innovation, how can job candidates avoid getting lost? And how can companies find the right employees for their ever-changing needs?
The Flaws in Traditional Hiring Processes
Many companies rely on traditional hiring methods like forms, questionnaires, and a focus on soft skills rather than hard skills. Unfortunately, this often leads to subpar hiring results. Forms and cover letters don’t necessarily reflect a candidate’s abilities, and many qualified applicants may be discouraged from applying if the process seems too complicated or time-consuming.
"A New Approach to Hiring in the IT Industry"
The Truth About Resumes and Job Descriptions
Let’s face it: everyone lies in the hiring process. Candidates embellish their resumes, and HR departments sometimes exaggerate the perks in job descriptions. Phrases like, "We’re a family," or "No toxicity here" might sound nice, but do they really reflect the reality of the company culture? And while "free oranges in the office" may be true, the chance of ever reaching them is another story.
A Day in the Life of an IT Candidate: JJ’s Story
Take, for example, JJ, a seasoned developer with years of experience, relevant qualifications, and a passion for his work. JJ comes across a job listing and hits "Apply," only to be met with a request to create an account.
He then faces an endless form: Why do they need his home address? Is it for holiday cards? Eventually, JJ reaches the experience section. With his 41 years of age, multiple job changes, and numerous certifications, filling out the details takes about 20 minutes. Finally, after inputting all of this, he’s asked to upload his CV, which mirrors the information he just painstakingly entered.
But wait—there’s more! Now JJ has to answer a series of questions and submit a cover letter. The kicker? The cover letter must explain why he’s passionate about joining this company and, for some reason, why he’s eager to get his hands on those mythical office oranges.
Frustrated, JJ gives up and moves on to the next job application, knowing this cycle is both time-consuming and unproductive.
He then faces an endless form: Why do they need his home address? Is it for holiday cards? Eventually, JJ reaches the experience section. With his 41 years of age, multiple job changes, and numerous certifications, filling out the details takes about 20 minutes. Finally, after inputting all of this, he’s asked to upload his CV, which mirrors the information he just painstakingly entered.
But wait—there’s more! Now JJ has to answer a series of questions and submit a cover letter. The kicker? The cover letter must explain why he’s passionate about joining this company and, for some reason, why he’s eager to get his hands on those mythical office oranges.
Frustrated, JJ gives up and moves on to the next job application, knowing this cycle is both time-consuming and unproductive.
The Reality: A Broken System
So, what happens to JJ’s application? Most likely, his resume won’t make it through the Applicant Tracking System (ATS) filters. Even if it does, his cover letter will likely disqualify him, as it's evaluated based on superficial criteria rather than actual skill.
The statistics aren’t promising either: Out of 100 candidates, around 30 won’t even complete the account setup and form. Of the remaining 70, only 15 will pass through the ATS. Of those 15, only 2 will even get an interview. But here’s the twist: these aren’t necessarily the most qualified candidates. They’re the ones who understand how to "game" the system, often by exaggerating their qualifications or using AI tools to perfect their resumes. These candidates may end up struggling during the probation period.
The statistics aren’t promising either: Out of 100 candidates, around 30 won’t even complete the account setup and form. Of the remaining 70, only 15 will pass through the ATS. Of those 15, only 2 will even get an interview. But here’s the twist: these aren’t necessarily the most qualified candidates. They’re the ones who understand how to "game" the system, often by exaggerating their qualifications or using AI tools to perfect their resumes. These candidates may end up struggling during the probation period.
The Reality: A Broken System
The result? Everyone loses.
- Companies end up spending significant resources on recruiting processes but still hire underqualified personnel.
- Candidates waste their time navigating an overly complicated, often discouraging job application process.
- And the most frustrating part? Skilled and experienced candidates often drop out, unwilling to engage in an outdated system that doesn't truly evaluate their capabilities.
Rethinking the Hiring Process in the IT Industry
To avoid these pitfalls, companies—especially in fast-moving sectors like IT — need to rethink their approach to hiring. It’s time to shift away from checkbox requirements and long-winded forms, and instead, focus on evaluating real-world skills and practical challenges that align with the job.
How to Streamline the Hiring Process
- Simplify the Application Process: Remove unnecessary steps like redundant form fields and long, repetitive CV uploads. Implement an “Easy Apply” option to encourage qualified candidates to complete the process with minimal hassle.
- Focus on Real Skills, Not Resumes: Rather than relying on resumes, consider incorporating skills assessments or practical challenges in the hiring process. These give a clearer picture of a candidate’s true abilities and their potential to contribute to the company.
- Leverage AI for the Right Reasons: AI can be a powerful tool, not just for creating "perfect" resumes but also for evaluating real skills. Use AI tools to match candidates with job descriptions based on skills rather than purely on keywords.
- Foster Transparency in Job Descriptions: Be upfront about company culture and expectations. Avoid vague phrases and focus on what truly matters—work environment, job responsibilities, and growth opportunities.
The Future of Hiring: A More Human Approach
The IT industry is constantly evolving, and so should the way companies hire. By simplifying the hiring process and focusing on the skills that truly matter, companies can attract the talent they need while saving time and resources. And for candidates? A streamlined, skills-based application process ensures they’re evaluated fairly, without the frustration of endless forms or misleading job descriptions.
In the end, both parties win: companies get the right talent, and candidates can focus on showcasing their abilities without the hassle of an outdated, ineffective hiring process. The key to successful hiring in today’s IT world is to focus on real-world capabilities rather than polished resumes or automated filters.
In the end, both parties win: companies get the right talent, and candidates can focus on showcasing their abilities without the hassle of an outdated, ineffective hiring process. The key to successful hiring in today’s IT world is to focus on real-world capabilities rather than polished resumes or automated filters.
A Call for Change
For companies seeking to stay ahead in a fast-paced, tech-driven world, adopting a more efficient, transparent, and skills-based hiring approach is essential. By valuing capabilities over formalities and skills over resumes, businesses can ensure they’re attracting the best candidates who are ready to face the challenges of tomorrow’s IT industry
FEBRUARY, 26 / 2025
Text author: Olesia Davydova
Photography: AI
Photography: AI