Telecommunications Staffing & Recruiting

Find IT Recruiters Who Will Get You Jobs You’re Happy With

Working with IT recruiters doesn’t guarantee you a job that will be a great fit.  Sometimes bad technical recruiters will place you in a job with a work environment you hate or with a workload you can’t handle.  Here’s how to make sure you work with IT staffing firms that will help you land a role you can succeed in and enjoy.

If an IT recruiter contacts you first, really look at their messages.  Do you they speak English well and write in a professional manner?  Are they offering a job that makes sense for your skill-set?  If the messages are confusing or suggest a role that is obviously not a fit for you, you can probably reply ‘no thanks.’

If the message does interest you and seems worth considering, look up the recruiters who contact you and the IT recruiting companies they come from. If they have bad reviews, or worse yet, no online presence, you may want to skip working with them.  Legitimate IT recruiting firms have their own website and decent reviews.  They probably also have a LinkedIn page and at least some social media presence.  In terms of reviews, you can take everything with a grain of salt.  If they have only a couple of bad reviews mixed in with a lot of good ones, they’re probably worth talking to. If IT staffing agencies have a ton of bad reviews, that’s a bad sign.  Don’t be a target for an IT recruiting scam or work with an IT staffing agency that doesn’t care what you need to succeed in a role.

If your technical recruiters seem legitimate, have an open, candid conversation with them about what you want.  They should care about more than just your technical skills and experience.  If you have scheduling needs, are looking to avoid a long commute, or need a particular kind of work environment to succeed, they should care about this.  Good IT recruiters want to place you in a job that is as compatible with your life and work style as possible.  This is because happy employees are productive, successful employees.  You can’t do your best work if the corporate culture of a company is suffocating to you or you’re exhausted from a marathon commute!


IT job search
Your IT recruiters should put you in a job that makes you happy. Photo credit: moonpie via Pixabay.


What Makes IT Resumes Different?

If you’re looking for new IT jobs, your first step should be to update your resume for IT recruiters and employers.  As an IT professional, your resume will be a bit different from resumes in other industries.  Here are some key elements of IT resumes.

The technical skills section. This is one of the most important features of a resume for IT staffing companies.  It helps them decide quickly if you have the skills to be a possible fit for an open job.  Make sure to put this section right at the top of your resume and keep it thorough, organized, and updated. The best technical skills section is a snapshot of the technologies and skills you’ll be talking about in your employment history below.  It’s important to make sure you only add skills to this section that you are 100% confident you actually have.  Technical interviews will often quickly reveal it if you lack something you’ve mentioned in the technical skills section.  If an interviewer finds you ‘fudged it’ and included something you can’t actually back up, you won’t get the job (and your technical recruiters probably won’t want to work with you anymore, either).

You have more leeway to go beyond 1 page. IT recruiting companies find that employers in the tech field are a bit more lenient with the length of resumes.  While you don’t want to write a novel, if you have a great arsenal of technical skills and experience, it’s ok if you need a bit of extra room to elaborate.  Technical resumes have some extra sections (like the one mentioned above).Another reason you can write a longer technical resume is that hiring managers do want to see details about the projects you’ve worked on.  IT staffing agencies find that when you give better detail on the technical projects you’ve done, employers have an easier time picturing you performing the role they’re hiring for.

Contract work is more accepted and more common. Many IT professionals use contracting as a legitimate way to gain skills and exposure to new technologies.  Since technology is always changing so quickly, it can become necessary to move faster from company to company to get exposure to new technologies at a more compatible rate.  Contracting is also just a more common way for managers to hire in the tech field.  IT recruiting firms find that sometimes employers only need contractors to finish a particular project. Perhaps a company can’t afford to hire somebody with a rare skill-set permanently. Just make sure to mark when a position is contract on your resume, so people know you didn’t leave early or were fired.


Tech resumes different
Tech resumes have some key differences. Photo credit: 3dman_eu via Pixabay


Tips for Conducting Technical Interviews

Finding great tech talent for the right price is hard.  Even with IT recruiting companies to help you find a candidate pool, it can still be hard to find the best people to fill open IT jobs in your company.  Here are a few tips IT staffing firms suggest using as you conduct technical interviews.

1. Consider ditching any tests or exercises.  IT recruiting firms find that many candidates who are great employees don’t always do well in a timed, pressure-filled exercise or multiple-choice test.  Some candidates will even be less likely to want to continue the process if there’s a coding test or exercise as part of the interview.  With such a limited market, you don’t want to limit your candidate pool further.

2. Aim to have an interesting technical conversation.  The less a technical interview feels like an interview, the more you’ll get a real understanding for what the candidate is like.  One way IT staffing companies suggest doing this is by asking the candidate to talk about a project they loved working on.  Letting them pick the project they discuss will allow the candidate to show you their passion and their strengths in an authentic way.

3. Don’t forget to sell the position to the right candidates.  While your IT recruiting agencies will certainly help you sell the position to the candidates you like, it’s also important they catch your enthusiasm.  They will be sold if you can share what you like about working on your team, your project, etc.  If you have members of your team sit in on the interview, make sure they’re all people who can genuinely convey why it’s great to work at your company or organization.  Nothing sells an IT job better to a candidate than seeing current employees who enjoy the work and culture of a company.


technical job interviews
You may limit your candidate pool with a difficult coding test. Photo credit: PIXI1861 via Pixabay.


Graduating in May or June? Recruiters Can Help You Now

If you’ll be graduating from college this spring, you could benefit from calling IT staffing agencies this month.  While it may seem too early, there are a few things that good IT recruiting firms can do for you so you’re even more prepared to land great IT jobs when you graduate.

Help with your resume. If you’re graduating from college or grad school, you may be creating your resume for the very first time.  While your career center can advise you on basic resume templates, IT staffing firms can tell you exactly what the employers in your field are looking for.  Because they have close contact with employers, technical recruiters can help you build exactly the resume they want to see— the first time you create your resume.

Guidance building a portfolio, LinkedIn profile, website for job searching, etc. Since you have about 6 months before graduation, you’ll have plenty of time to start creating things like a digital portfolio, a website, or any other materials to show off your technical skills.  As mentioned before, IT recruiters have plenty of contact with employers, so they can help you create materials that will make you all the more employable.

Guidance on what to study.  With 6 months to graduation, you may have enough time to focus your studies on particular technologies, programming languages, certifications, etc.  Even if your classes have already been decided on, you might want to consider learning these things in your spare time or refreshing your familiarity with them.  Whatever the case may be, IT recruiting agencies know what technologies are in demand with employers.  They can help you prepare to meet these demands so you’re a hot commodity on the job market when you graduate.


You may still have 6 months of college or grad school left, but you can be prepping for your job search now. Photo credit: Pexels via Pixabay.


3 Things Recruiters Will Need for Your Best Job Search

When you work with IT recruiting firms to find new IT jobs, they’ll be doing most of the work.  They’ll find opportunities that you’d be a great fit for, set up interviews, etc.  However, even with the best IT staffing companies, there are still some tasks you should be prepared to do:

1. Update and polish your resume. IT recruiting companies will help you edit your resume a bit, but this will mostly fall to you.  There are a few reasons for this.  Firstly, nobody understands your experience and skills the way you do.   Your IT recruiters can help shape a resume to fit a job opening better, but they don’t know about every project you’ve worked on or certification you’ve earned.

2. Research salary expectations for yourself before you call IT staffing agencies. It’s hard for Technical recruiters to get you a salary or rate you’re happy with if you don’t have at least a little input.  And you can’t have valid input without doing some research to see what people with comparable skills and experience make in your area.  Think of it this way:  You’ll never be happy with the salary your IT recruiting companies get if you think it doesn’t pay you what you’re worth in your area.  And you can’t know what you’re worth in your area if you don’t look into it.

3. Be ready to possibly take brief tests, submit some sample code, etc. Not all IT jobs require this, but some do.  Obviously IT staffing firms can’t do either of these for you.  And truthfully, you wouldn’t want anybody else to do them.  These kinds of tests protect you from landing in a job you can’t succeed in.  If you can’t pass a required test, you wouldn’t want that job, anyways!


Did you research salary expectations? Your IT recruiters can’t get you what want you want if you don’t know what you want.  Photo credit: kaboompics via Pixabay.

Using IT Recruiters Helps Employers with Healthcare Costs

Employers often work with IT recruiting firms to help fill their open positions for one main reason: because of how challenging it is to find the right candidates.  The tech field is absolutely a job seeker’s market, with the tech unemployment rate in 2016 being only around 2%.  Studies also show that tech professionals are voluntarily quitting jobs at a relatively high rate.  This usually means that either they’ve been presented with better options from other IT recruiters or employers, or that they’re confident they will find a better option easily.  But finding candidates in a tough hiring market isn’t the only advantage to working with IT staffing agencies.  Many employers also work with technical recruiters to fill their IT jobs because they can help employers save money on rising healthcare and insurance costs.

It’s no secret that healthcare costs for employers have been rising since at least 2011 and will continue to in 2017.  Costs will increase for employers by 6.5% over 2016.  They’ll likely continue to increase by 5% next year.  These increases are huge, but working with IT recruiting companies is one way to avoid them.  IT recruiting agencies can help you do more than just hire the best person for the job—they’ll also take over costs like payroll and healthcare for these new hires.  This kind of investment will continue to pay off for employers in the years to come, as the drivers of higher healthcare costs aren’t going away any time soon.  A higher aging population is one factor here.  Longer life expectancy is another.  In addition to these factors, the nation-wide obesity epidemic has been pushing increased healthcare costs.  All of these factors will continue to be prevalent for the foreseeable future.

So taking all of these factors into account, working with IT staffing companies to fill IT jobs is a way for employers to save money.  Even if it were easy to find the right candidate for open IT jobs (which it most certainly isn’t), it will cost far less to hire and employ them long term if a company uses IT staffing firms.


Healthcare costs are rising for employers, but IT recruiters can help mitigate that. Photo credit: DarkoStojanovic via Pixabay.


Do You Know This Job Search ‘Secret’?

There are a few ‘secrets’ of job searching that IT recruiting agencies find candidates don’t always know.  One of the most helpful ‘secrets’ that IT staffing firms share with candidates is that you don’t need to meet 100% of the requirements listed for a job in order to apply.  Here’s why technical recruiters suggest you apply to jobs, even if you don’t meet every bullet point in the description.

1. Particularly in the tech field, things are constantly changing.  Technologies change, client needs change, and the scope of projects change.  This means a company’s hiring needs are constantly changing too.  If a project changes, it could mean a company that needs to fill a job may suddenly tell their IT staffing agencies to seek out candidates with a slightly different skill-sets.  If you meet most of the requirements of IT jobs, you may be exactly what an employer is seeking—they just didn’t know it when they posted a job description.

2. A job posting is often more of a wish list.  Especially in the US, where there’s a real lack of qualified IT professionals, employers may realize that they can’t find somebody with all the skills or experience they want.  Or perhaps they realize that they can’t meet the salary needs of somebody who would match their job posting perfectly.  This is why IT recruiting firms suggest you apply to jobs you meet most of the requirements for: you may be the perfect candidate for this employer, even though you don’t tick off every box on their list.  Your skills and experience may be enough to take on the role they’re hiring for.

3. The last reason IT staffing companies recommend applying for a job you’re not a perfect match for is that you may have the kind of personality or soft skills that make up for a technical deficit.  Tech employees are becoming more integrated in companies and working more with end users or clients, people skills are becoming a paramount part of IT roles.  You might be missing a few technical requirements for a desktop support role.  However, if you have excellent customer service skills and infinite patience, you could still be the right person for the job.


A job description isn’t like a puzzle– it’s not always necessary to have every piece. Photo credit: Hans via Pixabay.


Hire Tech Talent in a Job Seeker’s Market

If you’re working with (or thinking about working with) IT recruiters to fill your IT job openings, you’ve probably noticed that the tech job market is more of a job seeker’s market.  IT staffing firms have found this to be true for a long time, and it will likely continue for a while, too.  So how do you attract and retain the kind of talented IT professionals your team needs?  Here are a few things IT recruiting agencies see as consistently effective for getting and keeping great tech talent.

Perks or money: Conventional advice for most fields says that perks and money can’t be the only way you attract and keep talent.  IT staffing companies do find that money and perks play a slightly bigger role in the tech field, though.  Because there is such a dearth of IT professionals in the US, IT professionals often wind up getting passive offers for jobs making more money.  IT recruiting firms find that paying your talent market rates becomes more imperative in tech than it may be in other fields.

Management: It’s important to note that research says that perks and money can’t be the only thing you use to attract and keep great talent, though.  Management is as important, if not more.  Research says that people often leave jobs to get away from bad bosses.  Recent studies have shown that people who feel micromanaged are 28% more likely to leave a job.  People who feel overwhelmed by their workload are 31% more likely to leave their job.

Problems with management may also be intertwined with problems with compensation.  If an IT professional doesn’t feel like he or she can communicate with their boss, they won’t feel like they can ask for a raise.  This deprives a company of a chance to keep great talent—maybe they can provide the raise to keep the employee, but just don’t know that they should.

Company culture: Though it seems more frivolous, technical recruiters find that company culture is important when it comes to keeping and attracting great talent. Recent studies show that people who don’t like their company’s culture are 15% more likely to leave their IT jobs.  Peer and boss relationships make a big difference too.  If IT professionals enjoy working with the people around them, (including their team, end users and clients they may have to interact with) they’ll find a way to deal with problems they may have with their current jobs.

When it comes to attracting talent, Glassdoor is now heavily used by job seekers.  So take the time to make sure your company culture is great and that it’s well represented on Glassdoor.  Deal with and respond to negative reviews (especially if they have actionable feedback).  Consider soliciting positive reviews.  You want prospective tech employees to know that working at your company isn’t just profitable– it’s a good way to spend 40 plus hours of their week.


Tech is a job seeker’s market, so paying market rate salaries is even more important. Photo credit: realworkhard via Pixabay.


Hiring from a Great Candidate Pool

Most employers know that a bad hire can be very costly.  Sometimes  employers have a more subtle problem, though: making a final choice between a few candidates.  When you have a couple of candidates who possess all the technical skills and experience you’re seeking, how do you pick the one to hire? Here are a couple of tips that IT staffing firms suggest you consider when you need to choose between great candidates.

Think about, or ask the IT recruiting firms you’re working with, if the candidates you’re choosing between have ever worked in a similar kind of company and corporate culture before. For instance, are they used to the kind of autonomy your company gives employees?  Or are they used to the kind of teamwork this project or work requires?  This is something you may find on their resume, but it’s exactly the kind of info your IT staffing agencies are happy to find out for you.  Even if a candidate hasn’t worked in a similar corporate culture before, your technical recruiters can still help you figure out if they would fit into yours.  They understand what the candidate is looking for in their next role, including work environment, so they have a more in-depth insight into questions like this.

Ask yourself, and anybody else who interviewed the candidates, a simple question. Which candidate would you, your typical end users, or clients, and the rest of your team, most like to invite to a happy hour?  Sometimes a candidate has the right personality to really click with your team or, more importantly, the end users or clients they’d be serving.  Maybe they’re laid-back and have a sense of humor that would serve your start-up well.  Personality isn’t everything, but IT recruiters have seen time and again that when it comes to roles that support clients or end users, it can be very important.  It can also make a big difference when you’re working on a small team that needs to collaborate well.  The bottom line is, IT staffing companies suggest that if you’ve got a few candidates that are great technically, use personality as another factor in the decision. The most successful hires for IT jobs are usually people that you, your end users, and clients enjoy working with.


Bad hires can cost a lot. But good hires can bring your company unlimited value. Photo credit: Pixabay.


How to Interview for Your Dream Job

When your IT recruiters set you up for an interview for your dream job, your first instinct is to probably to tell your interviewer that.  You probably just want to gush to your interviewer about why this job is everything you told your IT staffing firms that you wanted.  Some IT professionals even say this their dream job– even if it isn’t.  Plenty of technical recruiters have had candidates say this in hopes of landing a job.  The problem is that this phrase is pretty meaningless to interviewers.  If the job you’re interviewing for is your dream job, or it just sounds good, here’s what you should do:

1.    Strike a balance.  Talk about why you’d be a great fit for the role and why the role is something you think would be ideal for your strengths, work style, technical skills, etc.  The candidates that IT recruiting firms place in IT jobs are the ones that can show how hiring them will be great for both sides.  Don’t just say the job is your dream job—show them why you’ll be a great hire too!

2.    Get specific in talking about why you’re ideally suited for a job.  When you say a job is your dream job without much elaboration, you’re just drawing on a meaningless cliché. (IT staffing agencies suggest you avoid any and all clichés in job interviews anyways!).  Give specifics that will help interviewers easily picture you in the role.  Tell your interviewer that you’ve tackled similar projects before, or you have a deep familiarity with the technologies they use.    IT recruiting companies find that the candidates who get hired can present hard evidence that they’ve had successes similar to the job description.  Can you say you’ve provided support for end users 50% faster?  Can you point to a specific project in which you successfully used a certain technology?  This is what interviewers care about.  They don’t care if you dream about the job, they care if you can prove you’re prepared to take it on and knock your goals out of the park!


Dream Job IT jobs
It might be your dream job, but that’s not what you should say in your job interview! Photo credit: Sipa via Pixabay.