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PRACTICAL TIPS
What Never Ceases to Amaze Me About Client Conversations
They always come in with the same standard complaint: "We need recruitment help. The market is bone-dry, there are no candidates, and everyone is being overly picky." As you already know, at IT Camp, we always start with the exact same question: "What does your internal hiring process actually look like? Let’s look under the hood."
And that’s where the real fun begins :)
Here are 5 clear signs that your internal hiring process is simply broken, and the market or "weak recruiters" have absolutely nothing to do with it:
The Bottom Line If you checked off 2 or more of these points — take a deep breath. It’s not a talent shortage; it’s the candidate journey inside your company. The good news? This is totally fixable.
We ask these exact questions during our very first call with clients at IT Camp. And trust me, once we eliminate these bottlenecks, that "bone-dry" market suddenly floods with amazing talent.
🎯 Save this checklist — it will definitely come in handy before your next hiring round.
And that’s where the real fun begins :)
Here are 5 clear signs that your internal hiring process is simply broken, and the market or "weak recruiters" have absolutely nothing to do with it:
- A candidate's CV sits unanswered for more than 2–3 days. Yes, the hiring manager is busy with releases and back-to-back meetings. But the IT market moves at lightning speed. In those few days, a strong engineer will already pull in a couple of offers from your competitors.
- The final decision is made by someone who wasn’t even at the interview. This is my absolute "favorite" scenario: "I haven't met them in person, I wasn't on the call, but something about their CV just doesn't sit right with me."
- Requirements for the same role vary drastically among team members. Three different interviewers are looking for three completely different specialists under the exact same job title. As a result, the candidate has no clue what is actually expected of them.
- A new interviewer randomly pops up at every single stage. "Oh, hey, can Marina from the adjacent department jump in and interview them too?" By the fifth stage of these surprise guests, the candidate feels like they're trapped in a never-ending reality show and just quietly drops out.
- Feedback boils down to "well, they're just not a good fit" or "their eyes didn't light up." No clear criteria, no details, no explanations. The recruiter can't adjust their search because no one has bothered to articulate what actually went wrong.
The Bottom Line If you checked off 2 or more of these points — take a deep breath. It’s not a talent shortage; it’s the candidate journey inside your company. The good news? This is totally fixable.
We ask these exact questions during our very first call with clients at IT Camp. And trust me, once we eliminate these bottlenecks, that "bone-dry" market suddenly floods with amazing talent.
🎯 Save this checklist — it will definitely come in handy before your next hiring round.