The IT services market in the world is one of the fastest-growing. Information, databases, and business models are rapidly settling in the cloud. More and more information is going digital. And every company, no matter how small, is trying to build its life according to the laws of modern technology. IT gurus will always be in demand.
IT specialists are proud birds…
Contents
The “peculiarities” of IT specialists are the talk of the town. They are light-hearted, withdrawn, poorly communicative. They require a special approach. Especially if the company’s goal is to collect the best employees.
Serious companies negotiate with future employees based on the Honor Code. There is always a shortage of golden heads and hands; we still have a serious staff shortage, but there is a tacit agreement among employers: not to steal each other’s stuff secretly. Cooperation offers must be made openly.
Moreover, higher salaries are not always the main factor. Most often specialists in our field look for more comfortable conditions: flexible and even night work schedules, telecommuting, interesting projects, business trips.
In any case, hire a hacker, finding new employees, and negotiating with potential employees is a delicate matter. It’s worth the effort, but not to the point of cornering yourself.
Three main rules in negotiations with a future employee
First, it is always necessary to negotiate the employee-employer relations within the framework of the Code of Professional Ethics. A specialist of IT-company, working in the field of information security, should not spread about the secrets of the employer and the secrets of partners. And the new employee must be clean on the hand. If an employee is a respected IT-security expert by day and “undresses” banks at night, we will not go along with him. There is a term for hackers, “Black Hat”, so information security specialists in companies can be called “white hats” and those hats should always be white!
Second, remember that your future employees are not rock or pop stars. Given the shortage of personnel in the market, many guys come in with “cosmic” requests. But agreeing to their fabulous demands does not always make sense. Negotiate. Find a compromise and do not rush to extremes. It is believed that the more the company pays, the more people come to you, but in reality, it is more of a myth.
Third, to make sure relationships last for years, we remind ourselves that our employees are not slaves to our company. They have private lives. They need to be provided comfort, a comfortable schedule, and generally treated with care. And we also welcome employees to participate in professional gatherings. To keep their noses in the wind and not to burn out.
It’s good where we are not, or the three main mistakes of young exporters…
Mistake one:
excessive enthusiasm, enthusiasm, and naivety. This is not Red Bull, which is encouraging. We will fly when we see the first tangible results. But first, we need to understand the mentality of the negotiators and be patient. Negotiations are not quick, and with Middle Eastern countries, for example, they can take months.
Mistake two:
when you go abroad to negotiate, you need to insure yourself. Lead negotiations with several potential partners in parallel, and if a deal falls through with one of them, there is a chance that the case will “win” with someone else. As a result, the money for the trip and the nerves will not be wasted.
Mistake number three:
in negotiations with little-known companies, you should not reveal all your secrets at once, especially about the subtleties of your developments.
Conclusion
If you think about it, white hats don’t just help companies by increasing their security. They also help consumers by ensuring the security and reliability of the services they use.
We can all agree that we would prefer to use a more secure service. That’s why white hats are so valuable in today’s digital world.