Tag Archives: IT staffing firm

There Are No Guarantees in IT Recruiting

The very best IT recruiters thoroughly qualify each candidate before submitting information technology professionals to their clients.  Technical recruiters have to dig to uncover the truths – all in an attempt to make sure the candidate is truly interested in committed to moving forward with their respective IT jobs.  IT recruiting firms teach many “lock down” questions to ensure their IT recruiters Boston do not dangle a carrot in front of their clients only to pull it back when there is interest.

The qualifying questions all have a reason behind them.  For example, IT recruiters CA may want to know what other technical jobs the candidate is interviewing for and where they’re at with each opportunity.  The reason for this question is simply to determine whether the candidate is days or hours away from accepting another opportunity – subsequently making the submittal to their client just a teaser.

Another qualifying question that IT recruiting companies CA teach their IT staffing employees is whether there is anything else holding the candidate back from accepting a client’s offer if the compensation met their needs.  It’s typically pretty shocking what can be uncovered by asking such an open ended question.

However, sadly, regardless of how well IT staffing companies train ttheir technical recruiters CA, there are no guarantees that the IT recruiting agencies can deliver the candidates to the client on the first day of work.  Unfortunately, no matter how many questions were asked, how many references checked, how many conversations or meetings with the candidates (and clients) take place, there are no guarantees when it comes to the high-tech professional actually starting their respective IT job.

Therefore, if you’re a client and frustrated with IT staffing agencies when their candidates back out of a confirmed hire, make sure to dig yourself.  Find out what questions were asked, what conversations had, the last time the IT staffing firm spoke with the candidate and if they ever met the candidate in person.  Do this because at the end of the day, unfortunately IT staffing companies cannot guarantee people.

Finding the Balance of Contacting IT Recruiters

IT recruiters speak with hundreds of candidates each week.  Therefore, it’s imperative that information technology professionals keep in touch with their short-list of technical recruiters and their respective IT staffing companies Boston.  However, where is the line?

On one hand, you need to make sure you’re the first person a technical recruiter calls when they receive the appropriate position that fits your technical skills.  Regardless of how strong of a relationship you might have with the IT recruiter, there are likely dozens of other candidates with the same skill set who think the same.  Therefore, finding the balance between staying in touch with technical recruiting firms without being a pest can be difficult.

In our experience, the rule of thumb is no more than one contact (either an email or phone call) is acceptable each week.  This provides a refresher for the IT headhunter and gives you the chance to call at the right time in the event the IT staffing firm happens to receive a position that fits your background that very day.

Anything more than one contact per week crosses the line of harrassment.  Remember, IT recruiters typically make their living by putting people to work.  Therefore, they’re just as motivated to contact you when the right IT jobs open up.  However, timing is everything and candidates do fall through the cracks, so be sure to keep in touch.

Technical Professionals Adjusting to a Project Management Role

Technical Professionals who have become experts in their chosen areas of technical talent may find their career trajectory leading them into a management role, and realizing, once in that role, that their job experience so far hasn’t prepared them for the pressures and challenges of IT management. Project management, a standard step in the promotion ladder in IT, is not only an advancement, it’s a major career shift with a new set of responsibilities and skills required. IT professionals who have become accustomed to a self-directed schedule now need to learn how to manage people, and integrate interactions with others into their daily schedule. Time management, while probably a skill many technical professionals are proficient in, becomes central.

IT recruiters placing seasoned technical consultants in a first project management role are in a position to prep technical talent for the IT job ahead. Technical professionals located on a wide range of the spectrum can qualify for a project management role after a certain number of years working as a successful technical contractor. IT staffing agencies will then see a technical candidate as a desirable placement for a project management role coming from a variety of technical jobs: information technology professionals, engineers, and even medical professionals. Working with IT staffing agencies to make the transition into the new job is a challenge IT headhunters can make easier for technical consultants through solid, targeted advice.

Review: “Demystifying Technical Training: Partnership, Strategy, and Execution”

A valuable resource for technical recruiters, “Demystifying Technical Training: Partnership, Strategy, and Execution” has the stated purpose of demystifying technical training. Maximizing the potential of technical candidates involves playing up their strenths, and helping them to bolster their weaknesses, making them more marketable in the high-tech world. According to Combs, a key component of a solid technical training strategy involves an accurate assessment of a candidate’s technical strengths and weaknesses. It is only with this information that an IT staffer will be best equipped to tailor a technical training strategy to best capitalize on a technical candidate’s talents.

One formula Combs identifies that IT headhunters and other professionals working at technical staffing firms will find invaluable is her identification of predictable patterns in technical training availability within companies. For this reason, technical candidates in a position of employment seeking to make a move can take advantage of these training cycles in order to best position themselves to make an advantageous move into their next role. IT staffing firms who can encourage this type of strategy will be best placed to capitalize on it.

Gift Giving in the IT Recruiting Industry

When does a gift no longer become a gift? When the gift is required.   With the holidays approaching, IT recruiters may feel obligated to buy for nearly everyone in their lives, making it difficult to determine where to draw the line.  As for giving gifts at technical recruiting companies, it should never be mandatory.  If an IT recruiter wishes to spread some holiday cheer, here are some tips to show appreciation in a tactful manner.

Never Offend

The last thing a present should do is upset someone.  If a technical recruiter chooses to give gifts to select people, keep in mind he may be offending those who are left out.  Also, he should not expect a gift in return or he may end up being insulted.  Avoid spending too much or the receiver will feel uncomfortable and never give inappropriate presents, especially in the IT staffing office.

Celebrate with the IT Staffing Firm

A better way to celebrate the holidays is to get the whole IT recruiting company involved.  Bring in baked goods or have a potluck lunch.  IT headhunters will be experiencing some diversity while also treating taste buds and learning about peers’ culture.  If one is not into baking or cooking, pass out holiday cards with a personal message to co-workers and hiring managers or suggest a Yankee swap and gift exchange.

Choose Not to Participate

Some might consider it Scrooge-ish by not partaking in office gift exchanges, but often this is the easiest way to avoid drama or hard feelings.  If technical recruiters happen to receive a gift, say thank you and do not dwell on reciprocating.  When people ask to join in on the present exchange you have the option to say no.

During economic hardships, the idea of gift giving should be reserved for closest friends and family.  Do not let what should be a joyful time of the year stress you out!

IT Recruiters Learn to Recover from Mistakes

If you are human, chances are you have made a mistake.  Some oversights can be easily mended and forgotten, but what about ones that have lingering effects?  How do technical recruiters handle an error that not only affects their work, but also others within IT staffing firms?  Here are some tips for IT headhunters who wish to remain responsible and confident while recovering from a serious mistake.

Take Control

When you notice a mistake at an IT recruiting firm, do not wait for others to confront you nor play the blame game.  Rather than looking for someone to attribute the guilt and shame, stick to the facts and confront those who will be affected by your actions using “I” statements.  Think of reasons why the mistake occurred and how it could have been prevented to piece together a solution.  Notify others at the IT staffing firm with an outline of the issues along with a plan.  They may be able to help you find a resolution.

Fix the Problem                                                                                                                      

The sooner you approach the problem, the faster it will be resolved, so do not procrastinate.  Consider all outcomes as you devise a plan.  After you have developed a strategy for the solution, implement it.  Do not be afraid to ask fellow IT recruiting reps for help along the way, too. Fixing the problem is a learning experience because you will know what not to do in the future.  The mistake has already occurred, so the worst should be over.


When all is settled, reevaluate the situation.  You should learn from your experience, whether it be what to do or not to do and how to prevent a mistake such as this in the IT staffing industry and technical recruiting firms.  Try not to beat yourself up too much about it either.  Everyone is human and has mistakes from time to time, but what matters most is how you overcome the challenge.

IT Recruiting: Don’t Shoot the Messenger

Most IT contractors are aware of the hardships when applying and interviewing for IT jobs. Luckily, the process is eased when working with a technical recruiter as the recruiter provides tips for your resume and interview.  During the interview, the spotlight is on the candidate.  This is your time to shine and win over the hiring managers.  What happens when you follow the advice of your IT recruiter and you are rejected?  Do you blame the IT staffing firm?

The Offender

It is a difficult experience for a recruiter to tell an applicant they did not make the final cut, especially when they are subject to the candidate’s blame and guilt. Technical recruiters root for their candidates throughout their interview process.  They are not the ultimate decision makers when it comes to hiring an applicant and cannot reconsider the decision of a hiring manager.

The Victim

A candidate feels a loss of pride when they are rejected for an IT job.  They may feel misled or a loss of hope upon first hearing the message.  Rather than taking it out on the recruiter, ask for feedback.  The IT staffing rep can provide honest opinions from the hiring managers on why the candidate may not be the best fit for the position.  Do not be afraid to ask the recruiter to be kept in mind for other positions!

The Aftermath

No one enjoys receiving or delivering bad news, especially regarding a missed opportunity.  As IT recruiters, explain why his skills were not applicable or if there simply was a better applicant while lending the disheartened candidate an ear as he vents.   Suggest other openings you may have in mind and follow up with other positions as they arise.

As a candidate, you are allowed to express your feelings, but do not burn a bridge in the process.  This failed interview could open the door to new positions and potential opportunities.  If you made mistakes, use this experience as part of the learning process.  Finally, remember that it is better to hear unfortunate news early such as being unqualified now than later down the interview process or during the position.

Hey—Don’t hire me!

Not the message you want to be sending to employers when you are shopping the IT job market.  Unfortunately, some candidates are unaware of their eye-popping mistakes.  Ignorance may seem bliss, but unemployment is not.  Here are some red flags IT recruiters use to screen candidates:

–          Poor Grammar and Typos

Neglecting to spell check and proof read your resume is an easy way to ruin your candidacy.  IT staffing firms select the best applicants for their open positions.  A spelling error or typo is a red flag for technical recruiters indicating this candidate does not check or review his work.  It is worthwhile to have a second set of eyes review your resume before you begin applying to postings.

–          Readability and Relevancy Issues

If an IT staffing agency has a harder time reading your resume than a Shakespearian play, this might be a clue it needs tweaking.  A technical recruiter will scratch a candidate who cannot communicate and highlight his skills in writing.  Gear resumes for the specific postings and keep it relevant!  Write about what YOU accomplished at IT jobs, not job descriptions.  Avoid buzz words that add nothing to your resume as it is better to be precise and brief than convoluted and lengthy.

–          Stretching the Truth

Never exaggerate your experiences or lie about your past.  If you are placed in an IT job in which you are unqualified, you will end up right where you were before you scored the position– only now you have lost the help from technical recruiters.  Tell the IT staffing firm your skill level and how frequently you used the skill set, including the last time you used them.  The technical recruiting company can then place you with the appropriate opening.  If you have gaps of employment or multiple short-term positions on your resume, be prepared to explain.  Technical recruiters Boston will not make a placement if he believes the candidate will not complete their assignment.

–          Negative Attitude

When IT recruiters Boston reach out to you, they also look for social cues.  Do you speak positively of previous employers?  Can you communicate and express yourself with adequately?  IT staffing agencies MA seek candidates who will work well in the office environment.  Negative attitudes create conflicts that can affect working conditions.  Keep your conversations upbeat, try to stay optimistic, and end on a good note.

–          Lack of Communication

If a technical recruiter reaches out to you, be sure to respond in a timely manner.  It’s not only frustrating waiting on a response, but it also halts a process.  The lack of response signifies your lack of interest in the position.  Be respectful and do not waste your IT recruiter’s time.  If something does not interest you or is not working out, tell your recruiter and they will take the next steps to try to accommodate you.

Remember to treat your technical staffing firm how you want to be treated!

For further tips on job searching, visit AVID’s Job Seekers page.

What Salary Should You Ask For As An IT Recruiter

The big question that many prospective IT recruiters are faced with after their final interview with an IT staffing company is what salary should they demand.  Since the key to most IT recruiting companies is their commission plans, the appropriate salaries can vary.  Therefore, technical recruiters must take a number of factors into consideration:

  • Commission Plan:  This is the most critical piece of any compensation plan.   IT recruiters Boston who are confident in their work ethic and ability will want an aggressive commission plan.  This in turn, would translate into a lower salary (as ideal as it would be, you can’t have both).  If you’re an aggressive technical recruiter, then you’ll want an aggressive plan.  If you value work/life/balance, then find an IT recruiting firm who is heavier on the front end (salary).
  • Additional bonuses and/or stock:  Does the IT recruiting agency provide any additional bonuses or incentives?  Annual bonus?  Stock sharing plan?  Additional vacation time?  These are all things that IT recruiters need to know before deciding on a fair and equitable salary.
  • Insurance plan & other company contributions:  In today’s age, health insurance rates are through the roof.  Therefore, take a look at what out-of-pocket expenses you might incur with your plan.  What percentages of your health insurance will the IT staffing firm pay?  Would the money be withheld pre or post-tax?  Is there a 401k match?  A disability or life insurance plan?  All these factors will have an effect your salary requirements.
  • Vacation policy:  Holidays are scarce in the IT recruiting industry as technical staffing firms must be open if there is a chance any of their IT consultants are working.  Therefore, knowing you may only receive 5-6 holidays, dig into your vacation time.  IT recruiters Boston work hard; therefore it’s critical to have some time off to rest and recharge the battery.
  • Volume of requirements:  Outside of compensation, this is the most critical factor to success for technical recruiters.  Simply put, does the IT recruiter have enough qualified job orders to make money?  Dig into req volume; fill ratios and other metrics that will help you gauge the realistic opportunity for you to fill positions.
  • Company growth & opportunity:  Unless your career aspiration is to be a life-long technical recruiter, you’re going to want to know about the potential to move upwards within the IT recruiting firm.  Is there an opportunity to run the IT staffing branch?  A regional role?  Training other IT recruiters Boston?  Dig into the potentials, and then ask for real-life examples of people who have been promoted into these roles.
  • Personal experience:  Of course your own personal experience and past IT recruiting production numbers are a huge component that will help drive your salary requirements.  Your past annual revenue numbers can drive your market value up or down based on productivity.
  • Personal bills & expenses:  Figure out the amount of money you will need to live comfortably.  This should be your bottom line in terms of salary.  Next calculate how much you would ideally like the IT staffing agency to pay you.  Make sure that is not unrealistic and competitive.  You may not be sure what you are worth or what salary the hiring managers are willing to pay.
  • Competitor Comps:  If you can find salaries and hourly rates of the job you are interested in, you can compare them with other IT recruiting companies Boston.  This will allow you to find an average salary range for the IT recruiting position based on the current economic climate.

Top 5 IT Job Boards on the Market

In today’s age, there are a number of resumes databases that IT recruiters can choose from.  Some are specifically geared towards information technology, while others are more general sites for candidates of all backgrounds to post their resume.  We decided to take this time and rank the top 5 that have worked best for our IT staffing firm:

1:  Monster:  Although a general recruiting site, Monster continues to lead the job boards.  It is the premier place for candidates of all levels, and background, to post their resume.  It’s become such a leader in the industry that it has almost created its own brand marketing.  When you think of online recruiting sites you think of Monster.  Our IT recruiters go to Monster first when conducting searches for IT professionals or want to post an IT job.

2:  CareerBuilder:  While CareerBuilder boasts of owning a larger resume database, it’s a distant second in the eyes of our IT recruiters.  Although still a popular site with candidates, most resumes that our technical recruiters Boston find on CareerBuilder have also posted their resume on Monster.

3:  Dice:  This is the premier technical online recruiting site.  Being an IT recruiting agency, you’d think our technical recruiters would have ranked Dice among the top resume database and IT job posting sites.  The reason our IT recruiters MA listed it third is because of the sheer size of the database (far less overall technical resumes than Monster and CareerBuilder) and the abundance of H1-Visa candidates who blanket this site.

4:  Net-Temps:  Net-Temps is a solid online IT recruiting site if you’re looking for contract resources.  The reason it’s number four on our list is lack of resume volume and the fact that it’s a site for contract resources only.  Being a contract and permanent IT staffing company, our IT recruiter’s source for both consultants and full-time IT job seekers.

5:  HotJobs:  Monster purchased HotJobs recently so we cannot fairly rank this site separately.  Our IT recruiters listed HotJobs so the reader didn’t think we forgot about this once popular site.

In addition, these two sites are becoming increasingly popular.  Although they’re not your classic IT job boards with resume access, for different reasons, these sites are favorites for IT recruiters:

Linkedin:  Our technical recruiters use Linkedin more than any other candidate search site outside of Monster.  It’s not a resume portal, but it does contain the names and sometimes contact information of millions of professionals.  Although they may not be active on the IT job market, it’s a great site to network with information technology professionals.

Indeed:  Indeed didn’t make our IT recruiter’s Top5 list because it does not house resumes. However this site is becoming the premier spot for candidates to search for IT jobs.  Indeed is as efficient and easy as it gets for professionals to search for their next opportunity.  The candidate simply types in their job title or skills and the desired location, then let Indeed do the work.  The site will pull up the related positions from all sites all over the internet.  Yes, indeed, it doesn’t get much easier than that.

Facebook:  How can we speak about networking sites without at least mentioning Facebook.  Although not geared towards sourcing candidates (yet), Facebook still provides IT recruiters with the opportunity to network and even post their positions.