Tag Archives: Facebook

Keep Cautious and Carry On: Social Networking Policies and IT Professionals

What’s in your Facebook news feed?  Freedom from restrictive IT staffing workplace policies.  Well, limited freedom, anyway.  IT recruiters and IT consultants have long extolled the value of having a blog or Twitter account to display one’s information technology acumen for potential IT jobs.  The well-edited, visually appealing blog or Twitter stream is nothing short of a living extension of resumes.  However, even as social networking technologies are becoming the new breeding grounds for IT contractors and IT recruiters MA, caution rules the content.  Workplaces scrambling to protect the reputations of their IT recruiters Boston and IT staffing companies have been implementing policies that can run the gamut from lenient to incredibly restrictive.  IT recruiters CA, of course, have always advised acting on the safe side and following these Policies, no matter how much they might hinder one’s expression.

A recent article in the New York Times seems to indicate some freedom for bloggers, tweeters, facebookers, and other social networking technology users.  The National Labor Relations Board has taken several noticeable stands on the issue lately, including re-instating workers who were terminated for (allegedly) incorrect social media usage and pressuring companies to write more lenient social media use codes.  Facebook, Twitter, and their ilk should all be given the same freedom of expression that we have around, say, a water cooler. Extending the water cooler metaphor, IT recruiting companies would caution IT consultants to exercise the prudence that a newbie at work might have.  A newbie at an IT job wouldn’t freely vent about supervisors or co-workers at the water cooler (even though it is technically allowed) because they are concerned about making a solid, positive first-impression.  IT headhunters would rather that IT contractors, who are particularly vulnerable as they search for IT jobs or begin new ones, keep the content of their “living resumes” as palatable as possible to hiring managers and IT staffing agencies.  Venting about workplace issues or co-workers at IT jobs is still a risky move for those seeking IT job opportunities.  Even as the National Labor Relations Board brings new freedom to social media use, technical recruiters would suggest that IT consultants and IT contractors post, tweet, etc. with care.

Are IT Recruiting Companies Using Twitter Properly?

IT staffing firms might be wondering what the purpose of using Twitter when their technical recruiters have Facebook or LinkedIn.  If they are actively using Twitter, are they maximizing its benefits to the full potential?  The IT recruiters of AVID Technical Resources are happy and willing to provide some valuable insight on how to make the best use of Twitter, especially for IT recruiting tactics!

Potential Clients

If IT headhunters are interested in working with a particular client company, get noticed by following them on Twitter.  The social media platform allows for quick response in real time.  News about upcoming layoffs, strategies, or budget expansion can also help to see potential growth and development for IT recruiting firms.  If they are having a difficult time getting in touch with companies, try tweeting at them.  For public relation purposes, companies are more willing to publicly respond to tweets versus emails.

Current Clients

Follow your current customers as a heads up for any unexpected changes or just to see how companies or IT consultants are doing.  If a prospective candidate is vocalizing his disappointment with technical recruiting companies, immediately follow up to see if you can help to satisfy both parties.  When IT contractors praise your company, retweet your well deserved compliment!  You can also use Twitter for referrals to expand your network and build your client base.

Increase SEO

Twitter allows SEO for growing companies.  By keeping your Twitter account public, your corporate account will appear in searches such as Google and Bing.  Posting links or tweeting trends also helps to get your business’ name on the internet.  Tweet relevant information to your company or interesting news to drive discussion, too.

The best part of Twitter is it only allows 140 characters per tweet, eliminating clutter and noise while getting to the point.  In today’s world, too much information is just as bad as too little, so keep it short and simple with your tweets!

Are IT Recruiting Agencies Spamming Clients?

In the IT recruiting business, the golden rule is to stay in touch with clients to create reoccurring customers.  Technical recruiters do not want hiring managers or IT contractors to forget about them or think they do not care, so they reach out frequently to check in.  While this is crucial in the IT staffing industry, when does following up evolve into spamming?  Here are some tips to keep in touch without crossing the line.

Be Consistent

When first reaching out to IT consultants, ask when a good time would be to meet and discuss resumes, IT job interviews, or just life.  IT recruiters should let their clients know they wish to reach out on a weekly basis if that is the case so candidates are aware and will expect their call.  At the close of discussions, schedule follow up meetings.

Surprise visits can make a consultant’s day, but it can also be a disaster if it is poor timing.  Try to avoid surprising clients unless the recruiter is certain the client will not be too busy with work to have a conversation. 

Make Personal

When sending emails, do not act as though this is the first interaction with a recipient.  An IT recruiter can try calling clients the next time they are about to respond to a message.  Hearing a voice on the other end brings a closer connection than emails where tone and expression can be lost in translation.

A technical recruiter can make the relationship friendly, while also staying professional.  Remember details about IT consultants and ask about anything exciting in their life.  The recruiter may find something in common that he would not have known otherwise!

Mass mailings may make IT headhunters lives easier, but are often easily recognized.  Try to take a few minutes each week to recognize clients.  They will appreciate the personal touch.

Send Valuable Information

Allow clients to control how much content they are receiving.  If they are subscribed to the Twitter, Facebook, and LinkedIn of IT recruiting firms, they may be receiving the same updates repeatedly.  Try to keep material fresh and irredundant so clients have a reason to subscribe.

If IT staffing agencies are using the same content for social media outlets, they may experience attrition in subscribers.  Also, only send important updates or news so technical recruiting companies are not wasting their client’s time as the message will be deleted.

The point of staying in touch is to not lose contact, do not drive customers away by being overly aggressive!

Office Gossip in the IT Staffing Industry

To say you have never been the victim of gossip or rumors is a proud feeling.  To say you have never participated in gossiping and spreading rumors is even better.  Unfortunately, most IT headhunters are not perfect and have helped in some way spread non-truths about a fellow  acquaintance.  As rumors begin to circulate about an IT recruiter or yourself, how do you handle the situation?

Address It

When word gets out there will be internal changes in IT recruiting companies or personal matters regarding a technical recruiter, you might seem excited you have been chosen to share the news.  Before you further spread the information, follow up with the facts.  For changes within the IT staffing companies, confirm the changes with hiring managers or the corporate executives. If you are close enough to the victim of the personal rumors, take them aside and tell them what has been said.  The point is not to hurt the victim further or pry for details, but to let him be aware of what is being circulated and allow him to address the problem before it escalates.

Do Not Participate

You can always choose to ignore the rumors or tell other technical recruiters that you are not interested in hearing peers’ business.  If the messenger takes defense, ask why they are telling you this information.  Typically people who participate in gossip do so to feel better about themselves while hurting others.  When they realize they are doing this, they may back down from future IT recruiting office bullying.

Be Positive

As the saying goes if you do not have anything nice to say do not saying anything at all.  When someone has nothing pleasant to say at technical recruiting firms about someone take the initiative and follow up with a positive comment.  The office gossiper will realize you support the victim and will not come to you in the future to get his rumor fix.  Also, it may make the rumor supplier feel guilty about his actions and see the victim from a different perspective.

Office rumors and gossip are more common than one would think, especially with sites such as Facebook and Twitter.  With the support of anti-bullying movement, hopefully the hurtful slander will eventually be put to an end.

IT Recruiting: Social Media Hindering Chances of Employment?

Most of us do not think twice when using Twitter to update statuses or post new profile pictures on Facebook.  We routinely monitor our activity to keep pages clean and work friendly.  But as a candidate, is your page being used against you?  Technical recruiters, do you ensure not to discriminate when filling positions?  IT recruiters and applicants need to be weary of these potential hardships social media imposes on candidacy.

Unintended Discrimination

Upon reviewing a resume, a technical recruiter notices the applicant is an alumnus of his college.  Immediately, the IT recruiter feels a connection and is favorable of this candidate.  He opens a new tab and looks at the candidate’s Facebook and LinkedIn to view his contacts and friends.  The IT headhunter begins to create judgments and puts the applicant’s resume aside.

Before reaching out to this candidate about his background and experience, this recruiter was biased by a mutual connection.  This relationship moved the candidate forward among his peers, but the recruiter did not like his circle of friends so it also backfired.  While this seems to be an immature approach at weeding out applicants, it happens more often than one would think.  To be safe, IT headhunters should avoid the temptation of judging and favoritism when researching potential new hires.

Too Personal

A hiring manager searches a candidate on Google and discovers the candidate’s Twitter.  He notices the candidate tweets at least twice per hour about controversial and personal matters that some may find offensive.  The hiring manager crosses him off his list.

When a candidate is running his mouth, exposing confidential information, or sharing too personal information, hiring managers may reconsider their choice or snub the applicant all together.  You may be a different person on the internet than in the office, but you could miss the opportunity to prove yourself by this slip up.  As difficult as it may be to make all information private, be mindful of your actions and share your objectionable opinions with only those who choose to subscribe to your tweets.

Overlook Most Qualified

An IT staffing rep decides to utilize social networking sites over LinkedIn and the typical Monster.  He posts his open IT jobs on sites such as Facebook and Twitter.  He has an overwhelming response, but none seem to be the right fit.

By limiting himself to just social networking sites, the recruiter could be missing the most qualified candidates.  Rather than just using these sites, he could expand his candidate pool by including them within his resources.

New social media sites are popping up daily and seem to be a trend that will not be dying down any time soon.  Using them as a means to expand your network is a way to help speed along the hiring process, but do not forget that sometimes the traditional method can be just as effective, if not better!

Too Personal in the IT Staffing Industry

Technical recruiters spend a majority of their day on the phone or meeting with potential candidates.  They are around people constantly and typically spend more hours in the office than they do at home.  When you work side by side with peers for at least forty hours a week your personal life is bound to come up, but what is too personal and how much should you share?

Burden with Information

Potential candidates may have a life story of why they are not working or wish to change IT jobs.  As a technical recruiter, lend an ear to their needs, but do not get caught up in their personal lives.  The same goes for an IT headhunter working with a client.  The relationship should remain objective and professional with a degree of comfort.

Talking too Much

IT recruiting companies are always buzzing with chatter, but when an IT recruiter is focusing more on their social life than work load it may affect others.  People who talk too much or too loud about irrelevant matters are an office distraction.  Rather than providing the constant attention and approval they seek, focus on your role and goals.  If the incessant gossip and talk begins to affect your performance, speak up before it becomes an issue.

Prying for Privacy

Technical recruiting agencies need basic information when working with clients such as their expectations, experiences, and desired roles.  If a recruiter begins to cross a comfort zone and push for more information than a client is willing to provide, it is best for the recruiter to explain why they need it.  If the client is still hesitant, the recruiter should abide by his wishes.  Privacy and trust are what makes for successful IT staffing firms and by respecting limits, you may win over more candidates.

Bad Impression

Prying for too much detail or divulging in details of your personal life puts a recruiter on a pedestal for judgment.  Technical recruiting companies want to come across as personal, but they should be weary of crossing the line from personal to unprofessional.  Rather than adding a candidate on Facebook, search their credentials on LinkedIn.  No matter how comfortable a recruiter feels with his candidates, he should respect privacy in order to maintain a good impression.

Have a Good IT Recruiting Experience? Tell me about it…

Every technical recruiter knows word of mouth is the most powerful way of achieving fame in the IT staffing industry.  When you have an outstanding experience you typically tell friends or family, but what if your feedback could influence others?  Consumers are now utilizing social media platforms such as Yelp, Facebook, and Twitter to sing their praises.


When technical recruiters work face to face with clients or over the phone, it might be difficult for the client to provide honest feedback.  Sites such as Google and Yelp allow the client to bluntly review their experience with IT recruiting firms without embarrassing or hurting anyone’s feelings.  The reviews are also a tangible piece of evaluation for technical staffing agencies, allowing them to acknowledge strengths and address weaknesses.

Take Pride

IT recruiters know they are doing a good job when consultants are buzzing about them.  These positive reviews will help drive traffic to sites of the IT staffing agencies.  Prospective clients may request to work with specific IT headhunters.  Try to not get upset if you do not have many reviews, as you should focus on quality versus quantity.

Address Problem

Yelp allows businesses to address customers’ complaints and concerns directly on its site.  The customer can then follow up with how the problem was fixed.  Technical recruiting firms can also use the site as a form of constructive feedback and pinpoint where they will need to refocus.

The best type of promotion is FREE so IT staffing firms should take advantage of this buzz marketing while they have this opportunity!

Use Facebook as a Tool for Job Searching!

As a college student and IT recruiting intern, I have noticed that there are many small businesses that start utilize social media sites as their main source to find internal resources.  Now many of you may be thinking why would I look for a job on Facebook when I can go on Monster and CareerBuilder.  The answer to that is, sometimes it is easier to hire from the network you have already established on Facebook.  You know them on a personal level and usually you can get a recommendation from another person on your network.  On the IT job boards you usually have people applying from many different states with likely no connection to you or your technical position.

IT recruiters are reporting that a number of prospective candidates are joining groups and becoming fans of pages for companies they like or want to possibly work for one day.  These companies in turn are using their fans and customers to get a better view into their consumer base.  Many of these businesses also hold contests for internships or even just have their video/print ad featured nationally on an advertising campaign.

By participating in groups and fan pages, you are allowing these companies to see the potential you have as an employee before they hire you.

You interviewed for that IT job, now what do you do?

Getting that IT job interview is the first step of many.  You need to keep your name fresh with the interviewer(s) to make sure they remember you.  Sometimes there is a big gap of time between getting the interview and getting the job.  Here are a few things our IT recruiters recommend going through the interview process.

1. Business Cards

Before you leave that in-person interview, ask for the hiring managers business card.  Remembering the names of the people who interviewed you, as well as their proper spelling and contact information, is important.

2. Thank You Card

As we mentioned in previous blog posts, IT recruiters believe that a thank you card is one step you should not miss.  It gives you a chance to answer some of the technical questions you were not able to answer during the meeting as well as reinforces your interest in the role.  By going just a bit above and beyond, you can leapfrog other equally qualified candidates who did not do this.  Thank the interviewers for their time.

3. Social Media Networks

Do not go and update your status on Facebook or twitter about how well you interviewed with Company X or write anything that could hurt your chances of landing that IT job. Clients working with IT staffing agencies are known to check up on your social media networks.

Follow these steps and it will help you get that next IT job!

Getting Millennials and Generation X to work together

Some argue that the Internet was the single most important invention of the 20th century.  Businesses have computers for every employee (IT recruiting firms often provide both a desktop and a laptop for their IT recruiters).  It is the backbone that drives today’s businesses and economy.

Millennials grew up using computers.  Because of this, most of the generation has strong typing skills and extensive computer knowledge.  Therefore, anyone born prior is obviously at a disadvantage.

The emergence of social media has compounded this generational gap.  IT recruiting companies are now posting all of their IT jobs on Twitter and Facebook pages.  However, to most Generation X’s, this is still foreign to them…ultimately pushing the generational gap farther apart from a technology perspective.

Therefore, our advice for Generation X is to embrace technology.  Take some classes or try to find someone who can teach you computer basics.  Break free from your comfort zone and create accounts onTwitter and Facebook.  You don’t need to be an expert immediately – simply start using these sights at your own pace.  IT recruiting companies are depending upon these sites more and more.  If you’re not using them, the right IT jobs may pass you by.

And for Millennials, have some patience.  At some point, each of us may be facing the same apprehensions or fears.  Time flies and you never know what new technology is lurking around the corner!