For a software development agency, the quality of its IT team is a fundamental pillar of success. 

But hiring the right IT technician is not easy: the search for talent in the sector is often complex, partly because it is not easy to understand exactly what the company needs, but also because the selection process requires technical steps that are not always easy to set up. 

Demand exceeds supply in many areas of the world, so it is a good idea to know a few basic rules.

Business needs analysis

Before starting any selection process, it is essential to precisely define the company needs. First of all, you need to ask yourself what the characteristics of the open positions are. 

Are these developers, analysts, DevOps engineers?

What skills exactly should the new figure have?

For example, you may need to master some specific languages such as Python, JavaScript or Swift.

Then, it is also important to understand how to allocate resources based on specific projects. 

The complexity and duration of the projects will influence the characteristics of the ideal candidates.

How to Create an Effective Recruiting Strategy

Once the needs have been identified, it is important to structure a well-defined recruitment strategy. 

It all starts with the announcement: Job advertisements must be clear. 

You need to specify the skills required, the benefits offered and the opportunities for professional growth. 

the advice is to use specialized platforms such as LinkedIn, AngelList or Stack Overflow Jobs, or to exploit your own network of acquaintances.

It must also be considered that today, those who publish a job ad often have to do a minimum of marketing. 

Your company should be presented as attractive and stimulating, as an environment in which one works peacefully and willingly.

For example, positive reviews on platforms like Glassdoor strengthen the company's image in this sense.

Then it is important to improve the selection by inserting specific technical tests where necessary, such as solving programming problems or designing software architectures.

Soft skills are also important, such as the ability to work in a team and flexibility.

The importance of retention

Finding an IT professional is just the first step. 

For example, it is important to offer growth opportunities, such as refresher courses and certifications, but also to promote a balance between private and professional life, with flexible hours, or the possibility of remote work.

Creating a positive work environment, based on collaboration and mutual respect, increases productivity and satisfaction.