Tag Archives: IT recruiting companies

The Importance of Organization in IT Recruiting

One of the most important attributes to succesful IT recruiters is becoming, and remaining, organized.  IT recruiters Boston talk to hundreds of candidates each week.  It doesn’t do IT staffing firms any good if their respective technical recruiters can’t go back into their ATS system and find the candidate.

While most ATS systems can help IT recruiters CA remain organized, the reality is that it’s up to the respective IT headhunters.  Each must make a committment to stick with a system that works for them to find their information technology candidates.  Whether it’s a notebook, paper folders, Microsoft Outlook, Excel or the IT staffing agencies CRM, a resume database is a critical component to success in the IT recruiting industry.  However, finding the candidates is what leads to the submittals and ultimately the IT job placement.

The Power of Feedback in IT Recruiting

IT recruiting makes use of performance metrics to track success. Because metrics serve as a measure to determine success level, they are valuable to IT recruiters in Providence, RI, Boston, MA, Marlboro, MA, New York, NY, Melville, Long Island, Phoenix, AZ, San Diego & Los Angeles, CA. Another advantage of metrics to technical recruiters and their managers is that they give managers a framework within which to provide advice to new IT recruiters starting out in their careers. The knowledge IT recruiting experts can pass on to younger technical recruiters is priceless. IT staffing firms should never forget the power of communication. Feedback allows technical recruiters to benefit from their mentors’ perspectives on IT recruiting, the lessons they’ve learned about the IT industry over the years, and their advice on performance level, and how to optomize it. Feedback is a powerful tool that no technical recruiting firm can afford to short their IT recruiters on.

IT recruiting firms that create a constant flow of communication between coworkers will create a dynamic, engaged company environment where employees are given all the information they need to succeed. Management styles that collaborate with employees, creating dialogues with an IT contractor or technical recruiter on his or her specific area of expertise – their own role – are proven to be the most effective maximizers of efficiency and motivation. IT recruiters who take orders from a top-down style management lose their sense of autonomy, and subsequently disengage. The reason an authoritative management style has been losing popularity in the broader market is because it’s simply ineffective. A constant interplay of feedback between managers and IT recruiters means that managers stay informed about a technical recruiter’s ideas for improving a role or general company work environment, and IT recruiters stay connected to a manager’s performance assessments. A fluid, metric-oriented, and feedback-focused IT work environment is one that technical recruiters and IT contractors will find positive.

Sportsmanship in an IT Recruiting Team

The IT recruiting field places an emphasis on teamwork, and the technical recruiter who proves to be a good team player will stand out positively from those who contribute less to their coworker’s success. Technical recruiters working within the same office for the same company have a common goal – to place as many qualified technical candidates as possible in IT roles that suit their professional backgrounds. The IT recruiter who sees him or herself as a valuable member of a larger team effort will grasp the big picture goal of a technical recruiting organization. Recruiting is all about making personal connections, fostering business relationships, and keeping in touch with important players in the technical industry. The ability to carry over that focus on people from a job description to interaction with coworkers will make a technical recruiter successful, and most likely, more confident in his or her success than IT recruiters who are more self-reliant than team-oriented.

The definition of teamwork, however, isn’t limited to a specific office location within a company. A technical recruiter working out of company headquarters has as many professional teammates as the company has office locations. AVID Technical Resources may be headquartered out of Boston, MA, but the technical recruiters in the Boston office maintain close ties to those in the Marlborough, MA office, as well as the Providence, RI office. One way for IT recruiters to keep in close contact with teammates in offices that are geographically distant is phone conferencing. AVID’s IT recruiters in the San Diego and Los Angeles offices communicate regularly with technical recruiters in the Boston office. Staying in touch is an essential part of being a team player – regardless of how much space separates team members.

Putting IT Initiatives Into Practice

A technical recruiter who stays on top of industry trends will have a competitive edge in the IT recruiting world. How do IT recruiters identify which IT initiatives they should prioritize in a rapidly changing industry, and stay up to date on developments? By nature, a technological breakthrough or trend can eclipse previously dominant technology, making it irrelevant. For this reason, IT recruiters need to be able to educate themselves on new technology, and be among the first technical recruiting firms to offer relevant, replacement technology or risk losing a competitive position in the IT industry. However, the ability to predict which technologies will take off, and which will fade as passing fads can be challenging. New technologies are often predictive of a future consumer need or market, and for that reason may not apply to the current IT industry. Technical recruiters who are best poised to recognize which rising technologies and IT initiatives will wind up being most relevant to the industry as a whole are those who maintain perspective through information. A technical recruiter who stays informed automatically has a competitive advantage over those who don’t, and no IT recruiter can afford to slip into a competitive disadvantage.

Information on and insight into the IT industry can come from a variety sources. Keeping current on best practices in IT recruiting, technical talent management, and IT staffing solutions may take time out of a technical recruiter’s busy day, but it will ultimately make the recruiting process go more smoothly. A good technical recruiter understands that one of the best investments of time or other resources they can make is in themselves. IT recruiters whose confidence in their skills is based on continual self-education and a sharp awareness of current trends and their potential implications for the technical industy are the ones most likely to suceed. Technical recruiters who take time for themselves professionally, and invest time in keeping their candidates informed, will find that the time they put in up front will pay out in a smoother recruiting process with higher placement rates for their technical candidates.

IT Candidates: An IT Recruiter’s Asset

IT recruiters know that people are assets. Like any good asset manager, a technical headhunter at an IT staffing firm knows how to approach a technical candidate strategically, with the goal of accurately assessing a technical candidate’s technical strengths as well as soft skills. Just as important to an IT recruiter’s people-reading skill set is the ability to recognize an IT candidate’s technical and interpersonal limits. A technical recruiter who has a good grasp of a technical candidate’s strengths and weaknesses will be able to capitalize on their abilities better than an IT recruiter who has a blind spot for a technical candidate’s weak points. What a thorough technical staffer will always keep in mind is that everybody has weaknesses, so finding ways to showcase a technical candidate’s strengths involves avoiding focusing on areas where an IT candidate can’t perform as strongly. Knowing the value of an asset is key to a technical recruiter’s craft.

A technical recruiter who realizes that human capital requires an investment will result in the best potential for placement will be willing to invest time and coaching with a technical candidate. A technical candidate who has been prepared by an IT recruiter to be as informed as possible about a company’s culture and standards will have the best chance of acing an interview. Other techniques IT recruiters can use to boost their odds when seeking a placement for a qualified technical candidate include interview prepping, reviewing a technical candidate’s assessment of personal strengths and weaknesses, and reviewing interview-ready wardrobe choices. An IT recruiter who knows that a talented technical candidate is their most important career asset will invest accordingly. Investment leads to success, and that’s what all IT recruiters want.

The Best IT Recruiters are Like Gold

The IT recruiting industry is a rollercoaster of a ride with many ups and downs.  Successful IT recruiters typically can roll with the punches and have a steadfast drive and determination to succeed.  Those IT recruiting companies that are lucky enough to have one or more successful IT recruiters Boston, they need to hold on to them like they’re gold because they’re rare.

When you combine a strong work ethic with tenacity and determination, coupled with organization and articulation, you get IT recruiters CA who drive revenue for their respective IT staffing companies.  Those IT recruiting agencies need to treat them like gold because they’re rare.

When you get technical recruiters who are honest and of high, quality character, you get IT recruiters MA who help positively affect people’s lives and add/fill IT jobs for our nation’s economy.  Those IT recruiting firms need to treat them like gold because unfortunately they’re rare.

When you get technical recruiters Boston who are willing to help their peers and put the interest of the candidates and/or the IT staffing agency ahead of their own, you need to treat them like gold because they’re rare.

At AVID Technical Resources, we’re lucky to be one of the top IT staffing companies Boston because we have a team of recruiters with these qualities.

Early Bird Gets the Worm

For technical recruiters working in the IT staffing industry, the early bird gets the worm.  Because technical job boards are such a major resources for IT recruiters, and sites such as Monster.com dominate the market for prospective IT job seekers, the earlier IT recruiting companies open the door to allow their IT recruiters Boston to log into these sites the better.  Ultimately, thousands of candidates post their resumes every day.  Therefore, typically the first IT headhunters to reach out to each will have the right to submit their resume to the appropriate IT jobs.  Additionally, ties do not go to the runner, the first IT recruiter to email a candidate will usually be the IT headhunter that the candidate will work with.

Therefore, IT staffing agencies should open their doors by 8am at the latest.  Otherwise, provide keys or a swipe pass to their IT recruiters CA so the early birds can get the worm.

Sending Paper Resumes To IT Recruiters

As an IT recruiter working for one of the fastest growing IT staffing companies Boston, we periodically receive paper resumes blindly sent from candidates in the information technology industry.  Here are 3 reasons why prospective candidates should not send paper resumes to technical recruiters:

1)  They get thrown away:  IT recruiters Boston typically look at paper resumes as a sign that the candidates are not technically saavy enough to utilize email.  Therefore, paper resumes are more of a red flag than a summary of one’s life technical work.

2)  It “ages” you:  Mailing your resume a decade+ ago was your only option of getting your informatioin to IT recruiting companies.  Therefore, this is typically associated with a technique someone from an older generation would do.  While you cannot IT job descriminate, this certainly does not help your chances of landing one of the technical jobs that the IT recruiting company has posted on their website.

3)  They will not be added to the database:  Because it’s paper, technical recruiters will have to scan the resume in order add it to their IT job database.  When you’re looking at hundreds of technical resumes every day, and cal easily parse them with a click or two of a button, then human nature is going to win over and you’re not going to take the extra steps involved in scanning a resume into your IT staffing database (especially knowing #1 and #2 above).

Therefore, if you’re a prospective IT job candidate, save your forty-five cents and email your resume to as many IT recruiters CA and IT staffing firms as you can.  Most will be added to their respective resume databases.

IT Staffing Sales is Like Fishing

IT staffing sales can be like fishing.  Ultimately, the more lines that you cast in the water, the better your odds of catching that big fish (client).  From the perspective of IT recruiting companies, the more calls that their salespeople put out, the more clients….and ultimately IT jobs….they’ll likely receive.  While there are a number of important intangibles needed to be a successful salesperson in the technical recruiting industry, the one constant is activity.

If you’re considering working in a sales capacity for any of the local technical recruiting companies, you’ll have to understand that it takes heavy call volume to be successful.  However, while many of the calls to prospective information technology managers are cold, they don’t all have to be.  With the advent of Google and Linkedin, IT staffing salespeople can research the client company as well as the manager’s background before each call to try to find a commonality or value-add.  Maybe IT recruiting firms Boston worked with the company in the past or the hiring manager worked at a pervious client.  Whatever the reason, any knowledge can turn the call from cold to warm.

Not many IT recruiters truly like to cold call.  However, the most successful IT recruiting firms teach their salespeople that it is a means to the end.  It’s a means to make money.  Therefore, if you’re going to go fishing, cast as many lines in the water as possible.

The Importance of Customer Service in IT Staffing

IT recruiting companies need to separate themselves from the competition.  Outside of having the best IT recruiters and IT jobs, the best way for technical recruiting firms to do so it by providing excellent customer service.  This means treating candidates they way they would want to be treated in return.  IT staffing companies can treach their technical recruiters to go above and beyond by communicating, even overcommunicating, to candidates.  If a high-tech candidate interviews for an IT job, their respective IT recruiter should keep them as updated as they are with the feedback.  If a week passes and they don’t hear from the client, a simple call to the candidate saying they didn’t fall through the cracks or were forgotten.  The IT staffing agency is still trying to reach the hiring manager for feedback.

Additionally, IT recruiters Boston should return every call as well as every email from prospective IT job candidates (unless of course they receive an excessive amount of communication from one individual).

Lastly, after a placement is made, the relationship should not end.  Staying in touch with the information technology contractor and even going to their work facility to grab coffee or lunch are additional ways technical staffing companies can separate themselves from other IT recruiting firms.