Have a Specific Job Available? Where Are All of the Candidates?

It’s no secret that companies are struggling to find the tech pros they need to fill all of their vacant positions. Currently, the national unemployment rate among IT professionals reached 2.5 percent during the first quarter of 2017, showing exactly how few qualified individuals are actually seeking new employment opportunities.

The truth is there are talented people out there; they’re just working at other jobs. And those who are currently looking for new opportunities might not have the skills or experience you are looking for, leaving you short on qualified applicants.

However, it’s also possible the right candidates simply aren’t finding your job openings or that the information provided isn’t connecting in the right way. If your recruitment methods aren’t getting the information out to the right people, then the number of available candidates is irrelevant. To help you locate the right professionals for your job opening, here are some tips for managing the process in this highly competitive market.

Focus on High Priority Needs

If your job posting looks like a laundry list of requirements, then it’s possible candidates are screening themselves out of contention because they don’t possess every skill listed as a must-have. Instead of including everything you hope a person may have, scale the skills requirements down to only high priority competencies. This makes it easier to connect with job seekers who have those core skills and limits the chance of a person removing themselves from being a potential candidate because they think they aren’t qualified.

Keep your vacancy announcement concise by including only what you absolutely must find as this increases your chance of getting high-quality applicants that can fill skill gaps and perform key tasks. In most cases, talented candidates will bring additional skills with them, checking off many of the other boxes you would like to see anyway.

Use New Recruitment Tools

It wasn’t long ago when you could just post an opening on the company website and get all of the applicants you need. However, this approach isn’t as effective in an economy where IT professionals aren’t struggling to find opportunities. Even using large national job boards might not connect you with the right potential employees, as they aren’t as popular as they once were among job seekers.

Now, you need to cast a wider net if you want to reach top talent. This means using tools like social media to get the word out about openings, posting on industry specific job boards, and working with professional staffing firms to get access to the right job seekers.

Are you looking for IT talent?

The wider you cast your net, the more likely you’ll find the ideal candidate for your job. If you’re seeking top talent, the team at Resolution Technologies can help you connect with job seekers throughout the area. Contact us to discuss your specific job today and see how our services can work for you.


What Personalities Make the Best Employees?

Many businesses look for employees that possess specific hard skills. They may consider previous experience or education above all other available qualities. But these aren’t always the ideal traits on which to focus. Hard skills can be taught to the right candidate, but many personality traits are fairly ingrained. By choosing applicants based on their personalities first, and their ability to learn the right skills, you may find yourself with a better employee in the end.

But what personalities make the best employees? Those that possess the traits listed below.


Intelligence isn’t a measurement of what someone knows. Instead, it is an indication of their ability to learn. An intelligent individual will be able to pick up new skills quickly and can adapt to changing environments. Plus, they can take the knowledge they have today and apply it to situations in new ways, helping them solve problems even when they don’t inherently know all of the details.

Choosing an intelligent person means you are selecting a candidate based on capacity and potential. And, when intelligence is combined with the right attitude, it means the possibilities are almost limitless as to where they can go with the proper direction.


A great employee is going to be a person who sees themselves moving towards something great. The thrive on new experiences and have a plan for their careers. Candidates who lack drive and direction likely won’t be easily inspired to give their all. However, an applicant who sees the potential the job holds for themselves will likely put in more effort, which will ultimately be a benefit to your company.


When an employee is presented with a challenge, you want them to have the confidence to face it head on. They need to be secure in what they know as well as their ability to work through problems and deal with the unfamiliar. Often, confident employees are able to function with a level of autonomy, meaning they won’t need someone to hold their hand every step of the way. That, and they are going to be inclined to use their intelligence to find answers to their questions so that they can keep moving forward.

Cultural Fit

One key point that will vary for every business is choosing employees that fit the culture of your company. Different organizations have different methods and norms. Choosing employees that will thrive in your current environment will yield better results than hiring a rockstar talent who can’t work to their potential based on your company’s culture.

For example, a candidate who needs to work without distractions isn’t an ideal choice if your workplace has embraced the open office format. Similarly, someone who values high levels of collaboration might not be the best pick for a remote position that will be based from their home.


Sometimes actions speak louder than words, and someone who is all words may not truly be a person of action. Those with modesty can feel confident without having to brag or showboat. And they often don’t need to defend their value, as it is clearly seen in all they do.

Are you looking for top talent to add to your current team?

While finding the ideal personality traits may seem like a challenge, it is certainly worth the effort. If you are looking for your next ideal employee, the recruitment professionals at Resolution Technologies have the expertise to help you find candidates with the ideal traits. Contact us and let our expertise work for you.


3 Interview Questions That Will Help You Hire Top Talent

Interviewing potential candidates gives you information you won’t get from a resume or application alone. You can dive deeper into a person’s skills, abilities, interests and personality. Finding top talent goes beyond the hard skills they possess. You also need to consider whether they will excel in the position and environment in which they are working.

To help get to the bottom of these concerns, here are three questions designed to give you more information than you may have initially realized.

1. Describe Your Ideal Workplace and Supervisor

While this is more of a prompt than a question, it can provide significant insight into how the candidate prefers to work. The answer can cover information about their preference for working as part of a team or individual, the amount of direct supervision they prefer and other cultural or environmental clues that can help determine whether they are an ideal fit.

For example, if the employee prefers more direct supervision, they might not flourish in an environment that promotes employee empowerment.

Often, there is no specific right or wrong answer to this question. It just provides an avenue to understanding how the applicant views working in the position and how well that matches the reality of the work.

2. How Do Your Skills Further the Company Goal and Mission?

This question serves two purposes. First, it allows the candidate to discuss their skills openly along with how they intend to apply those skills if they are selected for the position. Second, it allows you to see if the candidate reviewed any information about your company prior to their interview.

Since basic information about your organization is readily available online, there is little reason for a candidate to not review this content prior to their arrival. Additionally, it provides insight regarding how they see themselves fitting into this larger objective. It demonstrates a basic level of interest and consideration when related to the position, and may help separate the most passionate candidates from those who are less concerned about taking these simple steps to prepare.

3. Why Are You Looking for a New Opportunity?

This question can be adjusted to address candidates who are or are not currently employed. While normally serving as a test of the candidate’s overall attitude, it can also speak volumes about their career-related priorities.

For example, a currently employed applicant who cites an interest in additional training and advancement opportunities is interested in learning and progressing in the field. However, those who specifically speak negatively of their current employer may not have an ideal attitude for your organization.

Unemployed candidates can also reveal much about what is important to them with this question. While the primary reason for applying to the position may be they need a job, they will often add additional information about what sort of job they are hoping to find. This allows you to consider how their career goals match the position, and whether a good fit exists.

By looking beyond the hard skills that an applicant possesses, you increase your odds of finding top talent who will exceed expectations at your company. If you are looking for your ideal employee, contact Resolution Technologies today. Their experience and expertise can help create a more efficient hiring process, letting you find the best talent available faster than ever.