Tag Archives: IT recruiting

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.

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.

Coping with Competitive Atmospheres in the Technical Industry

Technical candidates have a range of company atmospheres that best match their personal comfort levels. Some IT pros prefer finance environments, which tend to be fast-paced & high-stress, while others find working at a nonprofit or educational institution more their preference. Regardless of what point on the scale of competition a company lies on, however, what most companies will have in common is some range of competition – between coworkers, between competitors, or simply as a team effort to achieve company goals. How technical candidates cope with stress will determine whether it drives them forward or holds them back. Technical recruiters, who are familar with coping techniques for stress because the nature of their jobs is high on competition, deadlines & unexpected turns of events, are in an ideal position to advise technical candidates entering a potentially stressful work environment on best managing within the atmosphere.

Technical Career Development

Technical candidates can make use of a variety of tools as they seek to map map out a path to career advancement. Technical professional development can happen through membership in a technical organization, through networking with other technical professionals, or through mentorship. Technical recruiting companies can provide key tools to technical candidates to facilitate their potential for success. Among the interview prep services an IT staffing firm can provide to boost a talented technical candidate’s chances of interview success is interviewing role play. Especially for technical positions that involve a phone screen & face-to-face interview stage, a technical recruiter willing to guide a technical candidate through a practice run of each type of interview will have a much higher chance of placing a solid candidate than IT recruiter who preps a technical candidate minimally.

When IT recruiters coach technical candidates for interviews, they should be sure to cover several main topics. Environment is key subject for a technical recruiter to go in-depth on, as a candidate who is technically proficient, but not a culture fit won’t pass final interviewing rounds. Another often overlooked, but significant factor to familiarize a technical candidate with is the company’s organizational structure, and more importantly, the hierarchy structure of the specific company group the technical candidate would be working with. Sample interview questions will also help a technical candidate to formulate answers that are concise & consistent – crucial for a good interviewing “story”. Reviewing common questions such as inquiries about long-term goals will help a candidate respond effortlessly when the real deal comes around. Finally, a little positive encouragement never hurt anyone’s interviewing chances! Letting a candidate know they’re a natural fit for the role (if it’s your genuine opinion) & that they’re in a great position to perform to win during the interview will be a plus for a technical candidate & IT recruiters’ chances of a successful placement.

Leading in Technical Engineering

Technical recruiters who want to best understand how to identify top candidates for technical engineering positions should have a good understanding of the role of a technical engineering leader. The ability to recognize leadership traits & categorize leadership ability or potential separately from other good professional qualities will make recruiting for management-level technical engineering roles easier. Directors in technical recruiting understand that there are technical, functional & interpersonal aspects of technical leadership. A technical engineer in a leadership function needs to have a range of skill-sets that a technical professional in non-management levels of the same role may not have, or need — at least until he or she advances into a leadership role!

The important skills – what should IT recruiters know about the skills a technical engineer should have when coaching a technical canditate seeking to enter a leadership role for the first time? A technical engineer expecting to enter a management role should be prepared to collaborate with product management to define a product roadmap, hiring motivated employees, interfacing regularly with senior management, and adressing budgeting concerns. Management in IT is different from non-management technical positions, so technical recruiters and technical candidates who understand what’s involved to make the leap will be best positioned to reap the benefits of the preparation.

Corporate Technical Talent Acquisition

Solid strategies for corporate technical talent acquisition is necessary for any successful IT recruiting company. One of the key components of workforce planning is the ability to accurately predict. Technical recruiters who understand the needs of client firms they represent will be able to cater to those client’s needs much better than IT recruiters who simply try to make a match between HR bullet points on a job description & a potential candidate’s resume. The trick for recruiting professionals is to avoid the common trap of feeling constantly stuck in a reactive mode – reacting to a client’s feedback, reacting to a technical candidate unexpectedly backing out of an offer to accept an alternate offer, or any number of other reactive scenarios.

A second key factor in the IT recruiting process is the use of sophisticated technological sourcing tools. Top technical candidates can be a challenge to find, so a comprehensive recruiting strategy can lead to technical candidate contacts from a variety of sources. In the technical recruiting industry, relationships are key. An increasingly global economy can make maintaining some of those relationships difficult, given the obstacles of time differences, office phone systems that may not be set up for international calls, and the potential lag time involved in contacting someone primarily by email.

Sourcing: Finding Premier Technical Talent

The challenge IT recruiting companies face when trying to find top technical talent for advance IT roles is to know where to find them. Technical candidates operating at high technology & income levels may not post their resumes in high-traffic job-seeking sites like Monster or Careerbuilder. These technically advanced candidates may have Linkedin profiles, however. Unfortunately, it’s generally calculated that only 50% of the professional population has created an online profile. While it means a lot of technical professionals do have searchable profiles, it also means that 50% of the professional population doesn’t have any presence on Linkedin, and can’t be reached through the career-focused social networking site. As IT recruiters know, even when staff at a technical recruiting firm do identify a promising resume on Linkedin, the trick is to identify whether or not they are seeking new employment.

With Linkedin’s increased popularity, competitor career networking sites have sprung up across the web. Finding these sites through search terms typed into a search engine can generate potential leads for IT staffers. Technical recruiters who join these types of sites and actively peruse profiles & contact eligible candidates may find this method of finding high-quality technical candidates useful. Staying ahead of the competition in IT recruiting means thinking outside the box, and taking advantage of tools other technical recuiters may not be aware of. Thinking in the margin will get IT recruiters ahead, and that’s an opportunity no technical recruiting firm can afford to forfeit.

Strategies for Engagement in the Responsibilities of a Technical Role

Technical recruiters know that the highest chances of successful performance in a high-tech role involve technical candidates who are fully engaged in the nuances of a technical role, within & outside of the work day. The career IT contractor who focuses on technical skill-sets during office hours will never reach the level of accomplishment & engagement in his or her role that the technical contractor for whom the industry is a passion will. Strategies for full engagement involve maximizing the venues available to a technical candidate for reinforcing & building on technical knowledge.

One of those venues is the home. Technical candidates who use some of their evenings at home, or free time on weekends to expand their technical literacy levels will be in line for promotion, because they’ll be able to perform at higher levels during the week day than those who don’t. Making use of educational tools is another strategy that can result in significant payoff in terms of skills acquired & potential for an increase in income. Enrolling in courses or tutorials online in high-demand technical skillsets can capitalize on a technical contractor’s marketability. Libraries may also be a good resource, allowing cost control by offering free borrowing services.

Finally, higher education has a strong impact on income. IT recruiters know that a graduate-level degree or coursework on a resume will make getting the contractor placed through a technical staffing firm easier, and the hiring decision process shorter.