Tag Archives: IT recruiting companies

Review: “Technical Screening – Java Developers” by Obi Ogbanufe

Technical Recruiters know that placing an IT candidate in a Java role is no easy task – technical candidates with the right background, technical skills, and level of proficiency with Java aren’t always a quick find. One interview approach technical recruiters use when screening IT candidates for a potential interview for a Java Developer role is to ask the IT candidate to rate him or herself on a scale of 1 to 5. The downside of this interview style is that the technical recruiter depends on the IT candidates’ accurate self-assessment and truthfullness. An IT candidate who rates him or herself as a 5 out of 5, or a Java Developer expert, may not be able to perform on the level expected by the hiring manager. Then again, the hiring manager and IT candidate may simply have different ideas about what a ‘5’ means. If an IT candidate has mastered an intermediate level of Java Development in past work experience, and accordingly, self-rates as a 5, the hiring manager, who may want an IT candidate proficient in a top-tier level of Java Development may consider that same candidate closer to a 2 or 3, since mastering intermediate levels only brings an IT candidate to starting levels for expert level performance.

Obi Ogbanufe tackles this and other issues surrounding technical recruiting for Java Developers. He includes real examples of successful Java Developer screening questions, and discusses which IT candidates’ answers match what IT employers are looking for, and which answer types should serve as red flags to IT recruiters. IT Staffing Firms like AVID Technical Resources take the phone-screening process seriously, using it to filter out weaker IT candidates from the ones that technical recruiters see potential in. One key element in a successful Java Developer placement is a technical recruiter’s understanding of the technology itself. By familiarizing him or herself with the Java technology, a technical recruiter will be better equipped to identify incomplete or inaccurate answers to interview questions instantly. A technical recruiter with this ability will operate more efficiently and make better use of each work day than a recruiter who needs to seek advice on the accuracy level of each candidates’ replies. Efficiency and speed leads to more successful IT job placements, and thats a win-win for IT candidates and technical recruiters alike.

Review: Technology Made Simple for the Technical Recruiter

Technical Recruiters will find “Technology Made Simple for the Technical Recruiter: A Technical Skills Primer” by Obi Ogbanufe helpful for developing recruiting strategies and tech skills. AVID Staffing Firm employs IT Recruiting techniques covered by Ogbanufe in her book. Details she delves into include basic programming terms, networking tips, & operating system/network vocab. She even instructs on the art of knowing when a prospective candidate seems to be claiming levels of experience above what’s  present in their work background.

IT Staffing Agencies like AVID Technical Resources will do well to take note of Ogbanufe’s insight and advice. Her experience and familiarity with the topic can be of value to any technical recruiter looking to brush up on a rookie skillset, or polish a seasoned technical career. In an industry that changes at lightning speed, keeping on top of acronyms is key for technical recruiters, and they’ll find the latest and most thorough information in this book. Pick up a copy of ” Technology Made Simple for the Technical Recruiter: A Technical Skills Primer” today, and get smarter!

Skilled Tech Positions In Demand

Company demand for highly skilled tech workers has been increasing since the start of 2012. IT job candidates seeking higher salaries than they were able to land during the worst of the recession are likely to have more options now. Although the recession may not officially be over, demand for high-tech skills have significantly increased. Tech-savvy candidates considering a IT job change should take note of the professional climate, and feel confident about testing the technical job-search waters.

Technical professionals already on a job search should expect shorter search periods, faster placement, and potentially, multiple offers. AVID’s technical recruiters have connections to Boston’s top tech firms, the IT recruiters are plugged in to the most current tech opportunities available. Any skilled tech professional can connect with an AVID IT recruiter by picking up the phone to start a relationship with a recruiter that could be the entry into a new job, or tech career path.  Contact one of the fastest growing IT recruiting companies today!

Company Culture

One of the challenges in a job search is finding a company that has not only the right benefits, but also the right atmosphere as well. How can interviewers assess the culture of a company they haven’t yet participated in? A few cues can better help interviewers understand the company they’re interested in.

Managers have long paid close attention to the impression an interviewer conveys through their use of language, dress, and credentials. Interviewers pursuing a job that will be the right fit for them for the long term should use that information to advance their best career interests as well. The interviewer who conducts a mental interview of their own will have higher chances of selecting a position that’s a great match, equating to higher job satisfaction rates and better longevity per company.

Interviewers who prefer highly structured, corporate atmospheres will tend to have the best working relationships with managers who suit up for interviews. Interviewers who want more casual environments should look for managers who sport a business casual look to interviews. When posing interview questions, do managers use more formal language, or do they feel comfortable with a more casual verbal approach? Language can be another cue to candidates as to whether or not they want to continue the relationship past the interview.

At AVID, many of our IT jobs are filled on a project-by-project basis via contract work. A prospective candidate for these types of IT roles might never meet his or her technical recruiter face to face – or even the project manager, for that matter. For IT jobs that are fulfilled via telecommuting, the above-mentioned cues may not apply – the contracter potentially has only an impression of the recruiter and manager formed via phone interviews. In these cases, the verbal & communication style cues become more key, but at the same time, the culture fit may be less important or irrelevant if the job is primarily telecommuting-based. In scenarios where interaction with management doesn’t play into the job, the job description and duties become the central focus, and as long as the skillset is a good fit for the candidates’ background and interests, the candidate is free to count culture out of the equation.

Lastly, it’s common knowledge that interviewers should look their interviewers up on Linkedin or other professional networks to get a little background on them before the interview. Rather than assessing the interviews purely from an informational perspective, however, candidates should pay close attention to their interviewers level of education and past experience from a personal angle, to determine how high the likelihood of common ground would be if the interview goes well. The takeaway? Interviewers – start thinking a little more like you’re on the other side of the hiring table.

Referral Job Leads

AVID technical recruiters employ a variety of techniques to generate leads for qualified IT candidates to contact for open positions. As a specialized IT Staffing agency, AVID looks for a range of skills in prospective candidates that is more focused & less broad than a standard staffing firm that places positions across every industry. AVID Companies tend to prefer internal referrals for candidates when trying to place open positions because there’s a higher chance that they’ll be a good fit if hired. While the referral process often comes to play for companies placing permanent positions, candidates seeking contracting work and recruiters working with them might be well served by taking note of this trend. With contract projects generally at shorter durations than the amount of time employees spend in permanent positions before changing companies, contract employees have a greater potential for a referral list of candidates with more flexibility to start projects on short notice than permanent employees can afford.

Contract candidates who keep a mental list of candidates for referral purposes to provide to recruiters they work with, and check in with recruiters regularly to update them on fellow industry professionals seeking work can use the referral system to their advantage just as perm employees do. By keeping in mind other industry professionals seeking work, candidates can refer contacts to recruiters, and potentially enjoy the benefit of having a friend for a coworker. Perks on the side for the referring candidate can include a small monetary compensation for referrals that winds up placed, depending on the policies of the staffing firm. Contract candidates will likely have more business contacts with other contractors than employees who have spent the majority or all of their careers in perm positions, so for each new contractor a contracted employee refers a potential new network of referrals has been added to the recruiting rep’s base of resources.

The bonus for recruiters is a happy candidate placed in a company that’s a good fit for the duration of the contract. Contractors and recruiters can keep the concept of referrals in mind, and leverage their networking bases for better matches for both sides of the staffing equation.

What Not to Wear to IT Job Interviews

You have heard it before: it matters deeply what you wear to an interview.  Now that you have your outfit together, are you breaking one of the interviewing apparel taboos?  Take a second look at your outfit and accessories. Make sure you aren’t sending some inappropriate messages with your choices!

Head

Unless you are trying out for the Red Sox, avoid any head gear.  For the ladies, put away your flashy earrings and tone down the makeup.  Plan out your hair style the night before the interview.  It might sound crazy, but what could take you only five minutes of styling may trip you up if you try something different.   

Shoulders

Get that suit tailored!  Nothing looks worse than an ill fitting outfit.  It can also affect your confidence.  You do not need to buy a whole new wardrobe!  Look to your closet and touch up some of your business clothes.  You will have a new look and feel more comfortable with clothes that fit well.

Cover up those shoulders, too.  Often, some interviewers mistake clubbing attire for business professional apparel.  If you have to question it, put it back.  The same goes with any type of sweat shirt material.

Knees

Skirts that are too short belong in the club, not the IT recruiting office.  Wear nylons with your skirt.  A brand new pair is recommended to avoid runs or embarrassing holes.  Never wear lounge pants, no matter how laid back IT recruiting companies may seem.  Jeans are also a taboo when interviewing.  Remember, you always want to dress a bit more professionally than how you perceive hiring companies.  This will save you and IT staffing companies any potential embarrassment or mistakes.

Toes

Flip flops are never socially acceptable when interviewing with technical recruiting companies.  Wear closed toe dress shoes or pumps, not sneakers.  If you feel uncomfortable in high heels, do not wear them.   Dressy flats are fine. Your feet will also thank you later!

Other

Leave the backpack at home and pick up a briefcase to carry your portfolio.  Be mindful of your perfume and cologne, as the technical recruiters and hiring managers may have sensitive noses.  You do not want to be known as the smelly interviewer, either, so practice good hygiene!

IT Recruiters Take Mental Health Days!

Have you ever felt so overwhelmed at IT staffing firms that you just could not stay on task nor did you care to finish your IT recruiting work?  You may have been lashing out at family members, candidates, and friends, losing sleep, or simply not caring about any of your interests that were important to you.  These are telltale indicators that you are in dire need of a mental health day.  Before technical recruiters begin to feel guilt about playing hooky for one day, here are some reasons it may actually improve their performance.

Fizzle Out

Eventually, you will burn yourself out if you continuously work without taking a break to recharge your batteries.  Soon, you will not begin to care about your performance and quality of output at technical recruiting companies.  This fizzle could overflow from IT staffing work into your personal life, affecting activities you once took interest in or putting unnecessary stress on relationships.  Put a stop to the problem before it begins by cutting yourself some slack.  You will return to IT recruiting firms feeling better prepared and ready to take on lingering tasks.

Tackle Other Projects

If you have been neglecting your own work or taking a break from your personal activities, use this time wisely to catch up in other areas.  By doing things you enjoy or crossing off tasks on your to do list, you will be diverting your attention away from tedious office work and feedback from hiring managers while refocusing your attitude.  You may actually be stressed from not accomplishing your own tasks!

Silence is Golden

Turn off your cell phone and computer while warning others ahead of time.  Provide an alternative contact in the event of an emergency at IT recruiting companies.  You might feel that you are being lazy, but this mental health day is your own holiday in recognition of your hard work and dedication.  Live it up!

IT professionals often feel that they must finish as many tasks in as little time as possible.  This is when stress peaks are at their greatest.  While it is admirable to meet and exceed expectations, go at a workable pace or create a schedule rather than struggling to meet unrealistic deadlines or taking on more work than necessary.  You may find you are better at staying at task and accomplishing work by setting goals than charging through project after project.

Is the Grass Always Greener with the Other IT Jobs?

Do you find that you hate your current job and wish you never left your prior position?  Are you always on the prowl for new, better IT recruiting opportunities?  Stop yourself right in your tracks.  If you are constantly seeking new roles without the proper research, you will be in this situation more often than necessary.  Before you initiate the job search process again, here are some reasons you might want to rethink another move.

Ignoring the Positive

By continuously seeking other roles, prospective candidates are putting aside the positive aspects that drew them to this current position.  Rather than focusing on all the things they dislike about their job, zone in on the pieces they do enjoy.  IT consultants should talk to their IT staffing companies about expanding their role to incorporate more of these key features while eliminating or improving the bothersome tasks.

Ignoring the Negatives

Put down the rose tinted glasses and closely examine this new opportunity.  As there are with most jobs, there may be drawbacks that one does not see at first glance.  After reviewing, if candidates still feel confident about the role, devise a list of questions to ask hiring managers and IT recruiting companies to uncover any downsides.  When technical recruiters have the key points for their candidate, the candidate may find this job is actually more troublesome than their current role.

Too Much Effort or Not Enough?

All the effort you are putting into finding a better career might be better used at current employers or technical recruiting companies.  By exemplifying your drive to create a solid career path, you will show hiring managers and IT recruiters that you are not only dedicated to your current company, but that you are a valuable asset to the team!

You should not have to sacrifice your happiness at a job that is not right for you.  Instead of always looking for a new opportunity, try to find what it is that you want and then pursue your IT staffing goals!

IT Recruiting Companies Debate: K Cups or Ground Coffee

Quantity

Are you brewing for the entire IT staffing office or just yourself?  If you are brewing coffee at smaller quantities, you will want to go with the Keurig.  The K cup machine provides the option to brew one cup without holding up the coffee machine for other technical recruiters.  Coffee drip machines are made to brew larger cups of coffee which can lead to waste if it is not consumed.  If IT professionals and hiring managers are looking to make a big brew at once, look to the coffee drip machine to satisfy your needs.

Quality

This is up for debate and varies by coffee drinker.  Some say that ground coffee is superior to K cup coffee because of its storage capacity where as K cups can become stale relatively fast.  Then there are the countless options when using K cups and its variety of flavors.  An IT recruiter can purchase a variety pack which allows them to experriment with different flavors and choose which they like best.  Typically with ground coffee, a technical recruiter must by a bag and test their options.

Convenience

Brewing a cup of coffee by drip machine seems to be outdated and time consuming as our society expects less and less in terms of time commitment.  IT staffing companies want everything fast and immediately available with as little work as possible.  The Keurig machine offers a single cup of coffee in about one minute and little to no clean up.  Drip machines can take several minutes to brew and requires routine maintenance and clean up.

Environmental and Cost Concerns

The average price per standard K cup is about fifty cents, which can be costly where as standard coffee ground is about half the price per cup.  K cup packaging is non-recyclable, but you can purchase a reusable filter to cut down on waste.  The benefit of using the reusable filter is you can cut down on spending by buying coffee grounds, too!

Neither is necessarily better, but it seems the IT recruiters of AVID Technical Resources could not function without their K cup machine!

Gum—IT Staffing Industry Necessity

An IT staffing sales representative is preparing for a meeting with one of his clients.  Before he leaves the technical recruiting company, he checks his bag to ensure he has plenty of AVID Technical Resources brochures, pens, and a folder with his notes and paperwork.  There is something missing…then he remembers.  He reaches into his desk drawer and pulls out a fresh pack of gum.

Ice Breaker

Since a young age, gum has been banned in schools and professional environments, but what caused this so-called taboo?  Gum can actually be used as an advantage to break the ice when starting a meeting.  Offer other IT professionals a piece of gum and see if they are receptive to your gesture.  Another tip might be to choose a less common gum or obscure flavor to make small talk in the beginning of the meeting.  Though some might not be comfortable with this approach, it can help the client remember you and set you apart from competing IT recruiting companies.

Freshens Breath

Almost every technical recruiter has had the experience of going to speak to someone and wanting to do an immediate one-eighty.  Halitosis, or bad breath, is a common, embarrassing hygiene offender.  Take a piece of gum yourself and then offer other IT recruiters or hiring managers a piece.  This will avoid potential awkwardness while subtly hinting that their breath needs to be refreshed.

Helps Memory

Though it has not been prove why, gum helps to sharpen your memory when first chewed.  When approaching a complex matter or designing a procedure, pop a fresh piece of gum in your mouth to improve performance.  If it does not help with work, it will certainly help your breath!

Before you begin bringing gum with your to all your client meetings, check with your IT recruiting manager to be sure that it is appropriate and in compliance with your IT recruiting company.