The Top Hiring Mistakes to Avoid When Recruiting IT Project Managers  

IT project managers are professionals who aid organizations in accomplishing their IT objectives by meticulously planning and executing projects. They take charge of projects that involve implementing novel software solutions. Including upscaling IT operations or transitioning to different cloud service providers. Some IT project managers even lead projects in software development.  

These experts collaborate closely with IT teams across a spectrum of organizations. This includes healthcare institutions, technology firms, and universities, among various others. The process of recruiting fresh Talent can be intricate and draining. While you are conducting interviews and evaluating the strengths of each candidate, these applicants are also forming opinions about you and your company. The hiring procedure encompasses more than just selecting the appropriate individual for the job. Your task is to allure and confirm the finest candidates whose principles align harmoniously with your company's mission and values. 

Incorporating a staffing agency can streamline this process. By connecting you with potential IT project manager candidates who match the requirements and ethos of your company. Plus, the agency can assist in identifying and attracting individuals. Those who not only possess the necessary skills but also resonate with the core principles that drive your organization.  

Hiring the wrong individual can have multiple detrimental effects on your business. It can impede production, create conflicts among colleagues, and result in significant challenges. Moreover, the repercussions can be substantial financial as well. According to the U.S. Department of Labor, a bad hire can lead to expenses equivalent to 30% of the employee's annual salary.

Who Is an IT Project Manager?

An IT project manager plays a crucial role in supporting the business's specific objectives and aligning resources accordingly. They ensure that projects stay on track, within budget, and free from disruptions, even when team members are spread across different locations and departments. The primary responsibility of an IT project manager is to guarantee the smooth and timely delivery of projects, with a keen focus on adhering to the allocated budget.

These professionals specialize in helping organizations fulfill their IT aspirations through meticulous project planning and skillful execution. Their expertise comes into play when overseeing projects that involve implementing new software solutions, enhancing IT processes, or transitioning to a different cloud service provider. Some IT project managers also take charge of guiding software development initiatives. 

If you're looking for the right fit for your projects, partnering with a specialized staffing agency can provide you with the right IT project manager who will ensure the success of your endeavors. Consequently, IT project managers have the opportunity to collaborate with teams. Hence, they collaborate in diverse settings, ranging from healthcare institutions and technology firms to universities and beyond.

IT Project Manager Salary and Job Outlook 

IT project managers in the US make an average annual salary of $94,494, according to Lightcast. Job growth for IT project managers is expected to be strong. The US Bureau of Labor Statistics projects an 11-percent job growth rate for computer and information managers from 2020 to 2030. What's more, the Project Management Institute (PMI) also sees strong growth for project manager jobs internationally, estimating the sector to grow by 33 percent, or 22 million new jobs by 2027.  

What Does an IT Project Manager Do? 

The IT project manager has to lead the due diligence phase for new acquisitions. By analyzing IT architecture, applications, security, and integration topics with focus on ERP. Prepare, schedule, and coordinate. Additionally, they also define standards & methods for the IT due diligence and integration process to strengthen collaboration and continuous improvement within the team.  

• Create project proposals and estimate costs accurately. 
• Facilitate the formulation and validation of project requirements. 
• Lead project kickoff meetings. 
• Develop, manage, and monitor project plans, adjusting schedules and goals as project requirements or funding evolve. 
• Establish both short- and long-term plans, setting milestones and adhering to deadlines.
• Identify necessary resources for projects and collaborate with resource managers to secure them. 
• IT project managers provide cost estimates for materials and establish project budgets. 
• Delegate tasks to project team members based on their expertise. 
• Act as the primary point of contact for the project to maintain cohesive team efforts.
• Hold certifications such as CCNA, CCNP, CISSP, MCSE, or similar. 
• Possess prior years of experience in project management roles. 
• Familiarity with MSP ticketing and Alert Management Systems. 
• Comprehensive understanding of project management principles. 
• Knowledge of the software development life cycle. 
• Exemplary leadership, organizational, and time management abilities. 
• Exceptional written and verbal communication skills. 

How to Become IT Project Manager 

To become a professional IT managers you need to have different certifications and courses that are offered only by some of the reputed universities. You can find the list below: 

• You can opt for Project Management Professional (PMP) and Certified Associate in Project Management (CAPM) from the Project Management Institute. 
• Certified ScrumMaster (CSM), administered by The Scrum Alliance. 
• PRINCE2 Foundation and PRINCE2 Practitioner. 

Recruiters Must Avoid These Mistakes While Hiring IT Project Managers 

Choosing the wrong candidate has a more negative impact than not finding a suitable one at all. Therefore, staffing agencies that specialize in recruiting IT project managers consistently highlight the importance of avoiding rushed decisions throughout the hiring process. According to the US Department of Labor, making a poor hiring decision could result in significant consequences, equivalent to around 30% of the employee's annual salary. Similarly, to put it into context, if an IT project manager earns $80,000 per year, the financial implications would surge to an astonishing $24,000. Hence, a skilled recruiter excels in their hiring ability by refraining from hastily making conclusions about a candidate's suitability.  

While achieving a flawless talent acquisition strategy might be elusive, understanding the roots of specific issues and recognizing the hurdles in the recruitment phase empowers you to proactively sidestep them. The primary blunders encountered in IT recruitment often stem from selecting the wrong candidate. Opting for an individual who doesn't harmonize with the job requirements not only consumes time and resources but also tests your patience. According to a study by CareerBuilder, a staggering 75 percent of employers who admitted to making an ill-suited hiring choice also lamented an estimated cost of approximately $17,000 due to the decision. This financial setback becomes particularly pronounced in the context of hiring for IT positions. 

• Strategic Team Selection 

Using resources improperly significantly affects the likelihood of success on a large scale. Unfortunately, in many instances, team members are selected based on their availability rather than their skills and expertise. When team members are not appropriately chosen, it places the project at risk. Therefore, it becomes crucial to employ a capable project manager who can carefully pick team members. These members should be capable of meeting expectations, ensuring successful project completion, and making valuable contributions along the way. 

• Crafting a Job Description that Speaks Volumes 

In the realm of recruitment, there's a pivotal yet often underestimated tool that can either captivate the finest talent or leave them uninterested. A finely-tuned job description is the beacon that guides prospective candidates towards your organization's doorstep. It's not just about describing the worker but intricately outlining the role they're set to embrace. So, let's embark on a journey to concoct an ideal job description that resonates seamlessly with the position at hand. 

Gathering around the table with your fellow collaborators and the astute hiring manager, it's time to paint a clear, concise, and meticulously structured picture of the role awaiting its perfect occupant. Remember, balance is key. As you weave the tapestry, ensure that you neither oversell nor undersell the role. Avoid the allure of promising job promotions when the path is uncertain. 

• Unwinding the Possibilities of Workplace 

Succinctly delineate the candidate's responsibilities while highlighting the intriguing challenges they will tackle. Moreover, a prospective employee should glean a profound sense of purpose from those lines. Thereby, envisioning how they will contribute to the tapestry of your organization. But there's more than meets the eye. Flexibility is a prized gem in the modern work landscape and shouldn't be omitted. Plus, the description should unwind the possibilities of remote work or adaptable hours. Hence painting an enticing landscape that caters to the candidate's aspirations for work-life harmony.    

Focus on pioneering innovative marketing campaigns. The reason being innovative marketing campaigns help you in candidate marketing. Hence, to sum it up, crafting an impeccable job description necessitates collaboration, balance, transparency, and vitality. This way you will be able to attract a large pool of qualified candidates to your organization.  

• Cultivating Fair and Diverse Talent Acquisition 

A highly skilled recruiter would always steer clear of the critical error of inadvertent discrimination. So, if a colleague believes that you have displayed bias, even unconsciously, towards a potential candidate, the repercussions could be diverse. It's imperative to familiarize yourself with the anti-discrimination laws applicable in your current country of operation, and to comprehend both your rights and responsibilities. 

Cultivating an attitude of impartiality towards candidates irrespective of their background is essential. This approach will contribute to the attraction of a broad and diverse talent pool for specific job positions, greatly benefiting both your client and the agency. 

•  Offering Attractive Benefits for IT Project Managers 

Industries are increasingly embracing the digital revolution, leading to a higher demand for talent across a broader range of sectors than before. Companies that are unfamiliar with tech recruitment are finding the need to be innovative in order to attract the right professionals. Meanwhile, some firms have been resistant to change and have not adjusted the perks they provide as part of their employment packages. 

Instead of simply investing more funds, it's worth examining the benefits you can provide and adapting them to meet the demands of the market. It's becoming a common approach for industries new to hiring tech professionals to consider offering increased flexibility, such as the option to work from home. This is because the amount of time an employee can save by avoiding the commute to and from work can significantly influence their decision to join a company. 

• Commitment to Skill Development and Employee Retention 

It's not just about customizing your benefits package; it goes beyond that. Attracting and keeping top-notch talent demands continuous investment. The rapid evolution of technology underscores the importance of constant professional growth. Neglecting to offer learning opportunities will result in an unused, costly platform that hampers ROI due to a lack of effective utilization. Training isn't just important; it's an expectation from the best employees. 

Compared to the ongoing effort required for your staff to harness your digital solutions to the fullest, the initial cost of hiring is negligible. It's an ongoing commitment that many companies overlook, potentially leading to higher-than-desired turnover rates.

The Power of Recruitment and Finding the Perfect IT Project Manager 

Recruiting top-notch tech talent necessitates financial investment. The most skilled workers are in high demand and hold the upper hand, leaving little room for extensive negotiation. Opting to wait it out or striving for the most favorable deal seldom results in a favorable outcome. Instead, you'll find yourself empty-handed and dealing with a prolonged wait to address crucial staffing needs. 

Rather than expending time and effort on comprehending the latest talent acquisition strategies to locate the ideal candidate, consider the possibility that the perfect fit might be right under your nose. You are likely well aware of the advantages of internal hiring for a company, including reduced costs, diminished advertising expenditures, streamlined interview scheduling, and simplified background checks. 

An existing staff member is already well aware of your company’s policies. Promoting and training these potential internal candidates can boost their morale and productivity levels, making them a preferable choice. Hiring new staff for your clients can be a tiring and time-consuming process but what’s more significant is getting it right. To ensure that you’re not facing continual turnover, you need to keep the above points in mind. Don’t forget to contact a professional staffing agency for uber-successful talent acquisition strategies as well.