IT staffing firms and IT managers know that sometimes where IT consultants sit during the day at work can have a huge impact on their performance. IT recruiters Boston to IT recruiters CA know that Information technology can have offices that feel particularly isolating, no matter how full they are. IT recruiting agencies have seen firsthand that staring at a computer screen for 8 hours can pre-empt contact between IT consultants very effectively. IT headhunters are seeing an increasing interest in seating that encourages serendipitous encounters between IT contractors. Recently in the news, Yahoo CEO Marissa Mayer called all Yahoo IT professionals back to the office in order to promote more of these serendipitous encounters. More articles have touted the value of a seating chart that promotes teamwork in IT jobs and IT recruiting companies are looking for IT job candidates who are more amenable to these arrangements.
IT staffing firms often prepare IT consultants to answer tough, detailed questions that you’d only encounter in the information technology field. Technical recruiters Boston should be equally focused on making sure that IT contractors interviewing for IT jobs are able to ask their own questions. IT recruiting companies need their job candidates to answer questions for a few different reasons. The first is to give the impression that IT professionals have their own, independent thought process. Critical thinking is an imperative skill that can be put on resumes, but IT staffing companies are much better served when a job candidate verbally demonstrates critical thinking abilities. Secondly, IT recruiting agencies need job candidates to ask questions so they can indicate that a true engagement and interest in the job. Not asking questions could easily translate to a disinterest in a job or company, leaving job candidates and their IT recruiting firms left out of the running to fill a position.
What are the best kinds of questions for IT staffing agencies to prepare their job candidates to ask? Questions could be about the culture of a company, what a typical day looks like for the person who will fill the position in question, or why the position has become available. IT headhunters can also encourage their candidates to inquire about management styles, how much or little team-work is required, and what kind of person they have worked best with previously. One major area to stay away from, however, is compensation. IT recruiters add an extra layer of complication to the mix and IT job candidates generally makes an interviewer uncomfortable when they bring up compensation before an offer is made.