Searching for IT employees? Regardless of how long your company has been recruiting, you have likely discovered the candidate search is a complicated process.
Receiving the desired quantity and quality of résumés becomes difficult for firms of all sizes due to various factors, including: 1.
Brand recognition.
Information Technology and other related majors often seek out popular tech firms for employment opportunities, meaning smaller startups have to compete to get candidates' attention.
Even larger corporations - such as banks and media conglomerates - face recruitment struggles when their primary industry isn't tech-related.
2.
Human resources.
The most successful IT employers have large HR departments at their disposal, often employing various task forces - such as University Relations and company scouts - to search out the best candidates at colleges, universities, and rival organizations before they begin their job searches.
3.
Money.
Successful IT recruiting often requires a large monetary investment, as HR professionals travel across the country in search of the right candidates or fly them in for interviews.
Job posting boards and recruitment events also present significant costs for businesses from small to large.
How an IT Recruiting Agency Can Help To combat the above limitations, many employers choose IT recruiting agencies to help them hire the best candidates.
For a pre-determined fee or percentage, IT recruiters perform most or all of the necessary tasks usually delegated to a Human Resources department, including: - Candidate identification.
IT recruiters scour multiple resources, from social media to competitor websites to online job boards, to identify cream-of-the-crop candidates for their clients.
- Candidate engagement.
After identifying viable candidates, recruiters reach out to them via various channels - from email, to phone, to social media - to learn more about them and share information regarding their clients' current opportunities.
- Screening.
Initial interviews, whether over the phone, on Skype, or in person, help eliminate less suitable candidates and pave the way for the individuals that clients will be most likely to hire.
- Staffing.
In addition to forwarding promising candidates to hiring organizations, many IT recruiting agencies also offer staff augmentation services.
These organizations hire candidates directly, performing everything from resume review, to interviews, to hiring paperwork.
IT staffing services provide short to long-term expertise, minus the high costs of recruitment and direct employment.
Questions to Ask a Potential Recruiter When considering which IT recruitment agency to work with, ask potential providers the following questions: 1.
What are your credentials? Reputable IT recruiting firms should possess endorsements or affiliations from organizations such as the Better Business Bureau (BBB), the Society for Human Resource Management (SHRM), or the American Staffing Association (ASA).
2.
What are your rates? Recruiters should be up-front about their service rates and should not present clients with a "surprise" bill after they perform the work.
3.
What services do you offer? Are you interested in direct hire, contract consulting, retained search, executive search, or staff augmentation? Ascertain a recruiting agency is equipped to provide these services before agreeing to work with them.
Receiving the desired quantity and quality of résumés becomes difficult for firms of all sizes due to various factors, including: 1.
Brand recognition.
Information Technology and other related majors often seek out popular tech firms for employment opportunities, meaning smaller startups have to compete to get candidates' attention.
Even larger corporations - such as banks and media conglomerates - face recruitment struggles when their primary industry isn't tech-related.
2.
Human resources.
The most successful IT employers have large HR departments at their disposal, often employing various task forces - such as University Relations and company scouts - to search out the best candidates at colleges, universities, and rival organizations before they begin their job searches.
3.
Money.
Successful IT recruiting often requires a large monetary investment, as HR professionals travel across the country in search of the right candidates or fly them in for interviews.
Job posting boards and recruitment events also present significant costs for businesses from small to large.
How an IT Recruiting Agency Can Help To combat the above limitations, many employers choose IT recruiting agencies to help them hire the best candidates.
For a pre-determined fee or percentage, IT recruiters perform most or all of the necessary tasks usually delegated to a Human Resources department, including: - Candidate identification.
IT recruiters scour multiple resources, from social media to competitor websites to online job boards, to identify cream-of-the-crop candidates for their clients.
- Candidate engagement.
After identifying viable candidates, recruiters reach out to them via various channels - from email, to phone, to social media - to learn more about them and share information regarding their clients' current opportunities.
- Screening.
Initial interviews, whether over the phone, on Skype, or in person, help eliminate less suitable candidates and pave the way for the individuals that clients will be most likely to hire.
- Staffing.
In addition to forwarding promising candidates to hiring organizations, many IT recruiting agencies also offer staff augmentation services.
These organizations hire candidates directly, performing everything from resume review, to interviews, to hiring paperwork.
IT staffing services provide short to long-term expertise, minus the high costs of recruitment and direct employment.
Questions to Ask a Potential Recruiter When considering which IT recruitment agency to work with, ask potential providers the following questions: 1.
What are your credentials? Reputable IT recruiting firms should possess endorsements or affiliations from organizations such as the Better Business Bureau (BBB), the Society for Human Resource Management (SHRM), or the American Staffing Association (ASA).
2.
What are your rates? Recruiters should be up-front about their service rates and should not present clients with a "surprise" bill after they perform the work.
3.
What services do you offer? Are you interested in direct hire, contract consulting, retained search, executive search, or staff augmentation? Ascertain a recruiting agency is equipped to provide these services before agreeing to work with them.
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