What should IT professionals wear to an interview with an IT manager or their IT recruiting companies? There is no “one size fits all” answer for the information technology field.
IT recruiters CA will try to fill IT jobs for companies with very different dress codes than IT recruiters Boston. The differences don’t just vary from coast to coast, either. Different departments within the same company will require different dress codes. IT headhunters may interact with IT managers who dress in business casual, while company account managers or CEO’s may wear business professional. IT contractors, meanwhile, might wear jeans to work every day.
Though the dress codes vary greatly from company to company, there is one rule of thumb that IT staffing agencies would advise IT consultants to follow when going on IT job interviews. The best way to project a successful image is to dress at the highest level of dress in the company. IT staffing companies can enlighten you on this, but you can never go wrong dressing as well as the CEO.
IT professionals, IT recruiters, and IT managers can all do a lot to positively impact their office and people’s impressions of them in the information technology world. Sometimes these things are big, like projects you list on resumes. Sometimes, however, small, simple acts can leave the biggest impression on IT contractors or IT headhunters.
The first kind of act is verbal. If IT recruiting agencies or IT consultants find a moment to pay an unexpected compliment, praise somebody’s potential, or recognize when somebody takes a risk, they will create a lasting impression in IT jobs, IT job interviews, or anywhere else. Verbalizing recognition for the things people deserve, but don’t always get recognition for really makes you stand out to IT staffing agencies. The second kind of act that makes a large impact on IT recruiting companies is more kinetic. Doing something extra, just because you can, is always a shocking and powerful gesture to IT headhunters. Consider going the extra mile without being asked. Your efforts won’t be wasted—somebody will always meet you there later and praise you for it.
IT staffing firms have a laundry list of qualities they look for in an IT consultant, but one of the most important is ability and willingness to prepare for IT job interviews. Technical recruiters encounter a myriad of IT contractors who do not seem to follow the major steps in prepare for interviews. This is shocking because these steps are simple, take very little time, and pretty intuitive.
The first thing recruiting firms would prefer that IT professionals do to prepare for a job interview is to research the company. This can be done quickly by checking out their website and/or general presence on the web. Secondly, IT staffing agencies suggest that IT job candidates read, memorize, and seriously think about the job description. IT recruiting agencies want to send in candidates who have deeply considered what IT jobs require and how the candidates can meet those requirements. Lastly, IT staffing companies want their IT consultants to practice answering and asking standard interview questions. Encountering these questions for the first time, or the first time in a long time, does not look good for the candidate or the IT recruiting agencies they represent. Following each of these steps will definitely guarantee at success—if not in getting the job, at least in convincing IT recruiting companies that you are a great person to work with.
The information technology field, being relatively new as a professional field, is particularly inundated with generations X and Y. It is also inundated with the problems that generations X and Y can cause in the workplace. IT recruiters Boston to IT recruiters CA agree that generations X and Y certainly approach work and the workplace in different ways than their boomer generation counterparts.
There are many examples of disparate views IT recruiting companies see between generations as they attempt to fill IT jobs. For instance, IT staffing agencies know from experience that while baby boomer managers tend to have experienced the workforce in only one or two companies, generations X and Y don’t operate on the same sense of a strong loyalty between company and employee. IT staffing companies also know that generations X and Y will/have already begun making more moves in their career field than baby boomers. This means that IT job interviews can be especially fraught with tension as interviewers see vastly varied resumes that they do not expect. It is the role of the IT recruiting agencies to help mold the resumes and the IT managers’ expectations to something closer to the middle. IT managers can be persuaded to have more realistic expectations of a generation X or Y candidate, while IT staffing firms can coach IT consultants to understand and work harder to meet the expectations of a baby boomer IT manager. The best asset technical recruiters can have in a market with two largely clashing sets of generations is to know how to bridge them and their expectations. Happy generations X and Y and baby boomer IT professionals make for happy clients and candidates. And happy clients and candidates make for very happy IT headhunters.
Information technology has always had plenty of room for procrastination and general wasting of time. Productivity becomes difficult for IT managers to monitor when IT consultants spend most of their time on the computer. IT headhunters are often concerned about how disciplined an IT consultant might be, as they face the very real siren call of the internet and its black hole of time-wasting websites. The worst nightmare for IT recruiters is a skilled IT consultant who becomes too busy wasting time to properly perform his or her IT job. Really, a technical recruiter’s worst nightmare is “Bob,” the Verizon employee who actually outsourced his own job to China.
IT contractor “Bob” (code-named such by Verizon in its own records), apparently found a way to subcontract his IT job, thusly fooling his IT manager and any IT recruiting agencies he may have worked with to get the job. While “Bob” showed up for work each day, he merely surfed the net, especially reddit, and occasionally emailed his IT manager.
Obviously, Bob is an extreme, if not amusing example of a real problem that IT staffing firms face. The process of weeding out IT contractors who will provide strong, efficient, effective work product is not a science. Assets like great references, a strong history of increasing responsibility in a company or role on resumes, and great IT job interviews tend to be helpful in this process. However, IT staffing agencies must really be able to hone a sixth sense about what makes IT professionals great candidates who will really perform in IT jobs. The consequences for IT recruiting companies are nothing less than their reputation.
IT recruiters and IT professionals encounter many issues when it comes to finding IT jobs for themselves or filling them for IT managers. Though it often may not be the most pressing concern, ethics and human rights are inescapable issues in information technology as a field. Apple is clearly one of the companies that has dealt with human rights criticism most recently, but due to the nature of technology they are not the only ones. One major factor that makes human rights infractions harder to avoid in overseas factories is the way technology constantly updates and stages large, anticipated release dates. Every time a new release date is set, a factory tends to require a sudden spike in labor, often resulting in a plethora of workers completing a great deal of overtime hours.
While Apple and others are working towards abolishing terrible conditions in their production, what can IT consultants and IT headhunters do in considering what companies to work with? Ethisphere creates a yearly list honoring particularly ethical companies in a myriad of industries that IT recruiters CA or IT contractors could check before submitting resumes if they have particularly rigorous standards. When considering a specific company’s ethical track record, technical recruiters and IT professionals can benefit from a quick Google search. Human rights infringements are, of course complicated matters. IT recruiting agencies or IT consultants may need to skim a few different articles to get a balanced perspective on exactly how ethical or unethical a company is. It’s important to note that the search doesn’t have to just be for one’s own edification. IT professionals in IT job interviews or IT staffing firms in meetings with IT managers or potential clients can definitely display interest in a company with a mention of its stellar ethical record.
Since the IT job market often insists that it’s not what you know, but who you know, it seems it would be wise for IT consultants to know who has the technical job opportunities they’re seeking. The source of many of the IT jobs that technical recruiters are working on is actually an area more known for its political conflict than its technical acumen: Israel. Despite all of its internal (and external) turmoil, Israelis can all seem to agree that innovation is key. Dubbed “The Startup Nation,” Israel has birthed 12 companies alone that just Cisco has bought in the past decade or so. With such high contributions to the information technology industry, there is no doubt that most IT staffing firms are filling jobs with Israeli origins.
What makes Israel a natural origin of some of the jobs IT headhunters have on supply? The Economist posits that Israel’s innovative nature comes from its land: as desert dwellers, Israelis are highly practiced at creativity. Living with a constant water deficiency turns out to be a perfect problem-solving boot camp. IT recruiting agencies and IT contractors might also find themselves working with Israeli-born companies because English is highly prevalent there, as are all of the standard business practices of a largely democratic nation. IT recruiters MA and IT recruiters CA may hardly notice they are working with a foreign-born company when they encounter of the many Israeli start-ups the American market has acquired.
What can IT staffing agencies and IT consultants do with this information? Use it for even more preparation in IT job interviews and the process of submitting prospective candidates and their resumes. Knowing that a sizeable portion of the Information Technology market has originated in Israel, IT recruiters can further inform their research. A candidate or IT recruiter who knows more about the company they’re working for is always more successful.
Could IT Professionals use some practice communicating? IT staffing firms Boston to IT recruiting companies CA have long been aware of “The Gap” model— A method of looking at the gap between IT consultants and the IT recruiters they serve. Hiring managers and IT headhunters are certainly looking for IT contractors who can deeply comprehend and create what IT recruiters Boston need. However, there tend to be a few barriers that obstruct great communication between those who hold IT jobs and the IT recruiters San Diego they serve. Generally, the Gap Model tends to note that IT consultants tend to have a higher reliance on logic and rationality, lack empathy for less experienced information technology users, have less of a need for social interaction, have a higher propensity for perfectionism when it comes to technological issues, and to operate on ‘IT time,’ or to take longer than expected to complete IT tasks. Of course, these qualities tend to be the opposite of what technical recruiters possess, creating a conflict in work styles and communication within IT staffing agencies themselves.
When people discuss the Gap Model, they tend to compare these communication barriers between users and IT recruiters MA to the kinds of communication conflicts caused when people are actually speaking different languages.
Whether the comparison is an exaggeration or not, the Gap Model certainly suggests an important problem—one that the information technology industry, including the IT staffing industry, IT contractors, and hiring managers would all do well to consider. Resumes, Linkedin and Monster profiles, and IT job interviews would be great places for prospective candidates to make sure they stress their willingness to communicate with a variety of IT recruiters LA. With some of that trademark IT professional obsession and perfectionism, the Gap Model could easily become a thing of the past.
You have frustrations with your IT job, the company or the IT manager that you work for. Ultimately, you decide that you’re better in a different environment so you begin contacting IT recruiting companies to find your next opportunity. IT recruiters set you up with technical job interviews and you land a position that meets your skills and requirements.
When you give your notice, your IT manager comes back with a substantial counter offer to try to keep you from leaving. Do you keep it or leave your IT job? It’s a tough decision, but think about the following:
1) If you stay, management will always know that you were on the look out for other IT jobs.
2) If you stay, you’ll likely have a bulls-eye on your back as the company will know you were willing to break your loyalty and leave.
3) There was a reason why you contacted IT staffing companies in the first place. There was a reason why you accepted to go on IT job interviews from various technical recruiters. There was a reason why you wanted to leave. Unless it was purely financial, those reasons aren’t likely to change.
Contact our IT recruiters Boston here at AVID and jump-start your career.
Counter offers can be heartbreaking for IT recruiters. After putting in countless hours into their IT search, meeting with prospective candidates, coordinating IT job interviews and helping streamline a new hire, having a candidate back out of a placement due to a counter offer can be very deflating. To help ensure prospective candidates don’t blindside your technical recruiters, we suggest IT recruiting companies do the following:
1) Provide training: Teach your IT recruiters Boston how to properly roll out an offer. Create a checklist that technical recruiters need ask a candidate when attempting to get their committment for a new IT job opportunity.
2) Be thorough: When going through a “lock down” checklist, be as thorough as possible. If they’re working, find out what their motivation is to leave? Is it the commute? People they work with? Opportunity? Financial stability of the company? If the answer is yes to any of these questions, then even after a strong counter offer, the candidate’s situation will likely not change.
3) Prep your candidates: Every time IT headhunters roll out an offer to a candidate who is currently employed, be sure to prep them for a counter offer from their current client.
4) Ask hypothetical questions: IT recruiting agencies should make sure their technical recruiters ask hypothetical questions when preparing their candidates for counter IT job offers. Examples of some hypothetical questions would be: “What would you do if your company countered?” “Is there anything your current company could do to keep you if you gave your notice?” “Is there any financial number that would keep you from leaving?”
While prepping candidates for counter offers won’t guarantee the IT job seeker won’t turn down your opportunity after the fact, it certainly does help minimize the risk for technical recruiting companies.