Hiring skilled IT professionals has become a major challenge for most companies because technology is advancing quickly and  businesses across every industry need skilled tech professionals in data, cloud, cybersecurity, AI, and development. But the number of qualified professionals isn’t growing fast enough to meet that demand. At the same time, candidates now look for more than a job. They want growth, purpose, and a workplace where they feel supported. This shift means businesses must change how they hire, manage, and develop their teams.

 

At a recent panel session titled “Winning the IT Talent Game”, industry experts industry leaders Mike Gooley (Clearview Executive Search), Kathleen Seeley (Massively Human Leadership), and Steve Farber (Extreme Leadership Institute) shared proven strategies to recruit, retain, and develop high-performing IT teams.

Here’s what you can take back to your business today.

Recruitment: Control What You Can

Mike Gooley, the president of Clearview Executive Search Group, emphasized the importance of controlling the controllables. You can’t control the job market, but you can control how you hire. While compensation packages and benefit structures may be fixed, companies still have full control over the hiring process — and that’s where they can make a huge difference. 

Practical Tips for Recruitment:

• Craft a compelling job description that highlights the organization’s achievements, culture, and growth opportunities.
• Be deliberate with interview questions: Use a mix of behavioral and open-ended questions tailored to the role.
• Standardize your process: Ask the same core questions across all candidates to ensure fairness and consistency.
• Always be prepared: Avoid ad hoc interviews — plan ahead, involve a second interviewer for perspective, and ensure your questions evaluate both skills and cultural fit.

 

One of Mike’s go-to interview questions? “If you had to describe yourself in one word, what would it be — and why?” A simple yet powerful question that reveals self-awareness and personality.

Retention: Culture Isn’t What You Say — It’s What You Do

Kathleen Seeley, founder of Massively Human Leadership, reminded leaders that culture is defined by behavior — not posters on the wall. It’s the lived experience of employees, shaped by leadership actions and legacy.
Two Retention Tactics That Work:

1. Stay Interviews: Ask employees what they love about their role, what they want to learn next, and what frustrates them. Then just listen — without interrupting or defending. Sometimes, people just want to be heard.
2. Assign Buddies for the First 100 Days: Pair new hires with a buddy who can guide them both technically and socially. This helps them settle in, understand team norms, and feel supported.

“The first 100 days are important, but day 101 and day 201 are even more crucial,” Kathleen said because Retention is a long-term commitment. 

Development: Leaders Must Lead by Learning

Steve Farber reminded leaders of something many forget: your own development is a tool for team growth.

Leadership isn’t about knowing everything — it’s about helping others grow through your own commitment to learning and mentoring.

His Advice:

• Mentor deeply: Be the kind of leader who helps others surpass you.
• Invest in your own growth not just for career advancement, but so you have more to give.
• Don’t ignore red flags: If soft skills like communication or receptiveness to feedback are lacking and don’t improve despite support, don’t delay the tough decisions.

Steve summed it up perfectly: “Hire for values, train for skills. But when you see red flags, act quickly. Don’t procrastinate.”

Final Thoughts!

So whether you’re a recruiter, hiring manager, or leader building a tech team — ask yourself:

Are we truly investing in people, or are we just filling roles?

Because in today’s talent economy, the companies that invest in people — and mean it — are the ones that create an environment where top talent wants to stay, thrive, and lead.

 

Read Blog: Why Executive Recruiters Are Still Crucial Despite AI-Powered Hiring Tools

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