Tag Archives: technical recruiting company

Selecting the Right IT Recruiting Firm for You

Finding the right IT staffing company can be difficult….especially in an area like Boston where there are so many IT recruiting firms to choose from.  To help you find the right technical recruiting company that is right for you, and ultimate an IT recruiter who you can build a relationship with, try the following approach:

1)  Cast a wide net:  Do a Google search for IT recruiting companies.  Consider doing a more targeted search if there is a geographic location you’re looking at such as IT recruiting companies Boston.

2)  Look for reviews of each technical staffing firm, then narrow your list down to 8-10 IT recruiting agencies that have the best feedback.

3)  Review the websites of the list of IT staffing firms on your short list and narrow it down to your top 3-5 IT recruiting firms.

4)  Contact each IT recruiting company and speak with one of their technical recruiters.  If you feel comfortable with the person, set up a time to meet in person.

Building a relationship with an IT recruiter is one of the most important components to a successful IT job search.  This will ensure he or she calls you first the minute the appropriate technical jobs opens up.

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.

Counter-offers in the IT Recruiting Industry

It’s counterintuitive, but counter-offers are almost always counterproductive for your career.

Sure, it’s an ego boost, but a backhanded one, when you think about it, no?  If you were so valuable to the technical recruiting company all along, how come you had to quit to get your IT staffing company to realize it?

The simple answer is that most IT recruiting companies don’t have to be proactive in this labor market. They can coast because the demand for talent isn’t that hot and there are lots of unemployed IT professionals out there.  There’s no need to spend extra money unless the company is forced to do it.  That must be the case because they’ve made you a counter-offer.  It looks like you’re in the driver’s seat now.

But you’re not.  You just think you are.

If you take a counter-offer, and then kick back, it’s likely that you’ll be kicked out.

The reason that most IT recruiting firms make counter-offers is so that they – rather than you – are in control of the timetable for transition.  When someone resigns, the general rule is a two week notice period (a month or longer for those in IT staffing management roles.) That means the IT recruiting agency has to scramble to find a replacement for the role you’ve been filling.  Chances are that it’s going to take longer than that to find a candidate who’s going to be a good fit.

That’s why they’ll give you more to stay around.  While you’re basking in the satisfaction of receiving more money and/or a better title, your boss may well be reviewing resumes and taking his or her time to interview replacements. When they  find that particular candidate, you’ll be history.  It’s a nasty surprise for the unaware.

You might think that being eliminated would be the worst thing that can happen if you take a counter-offer, but you’d be wrong.  The worst thing is that you stay, and are – from now on – untrustworthy…disloyal…or an extortionist.  It depends on the way your boss views your actions.

The end result is, no matter how you behave in the future, you’ll always be regarded with suspicion.  You’ve already shown that you’re ready to leave, so management will be waiting for you to do it again.  You’ll be at the bottom of the list for promotions and good assignments.  Training?  Why would a company invest in someone whose longevity is questionable?

You’ll also be subject to some of the office blacklisting.  No matter how discreetly the counter-offer situation is handled, there’s always the possibility that news will leak out.  Don’t be surprised if you’re increasingly cut off from the other IT recruiters in the office.

Therefore, before you grab a counter-offer, it’s important to think about what’s being offered and what actually brought you to the point of leaving in the first place.  A counter-offer is almost always about money.  However, the reasons people leave are almost never about money alone.

The reasons people leave are money and something else. Where’s the something else in the counter-offer?

What if the new job doesn’t work out?  What if it’s no better than the job you’re leaving?  Better the devil you know than the devil you don’t know.

It’s just as likely to be a good change as a bad change.  At first, it may be hard to tell which was the safe alternative and which was the sorry one.  Over time, you’ll get some perspective.  And, even if it’s not for the better, for the first months, at least it’s different.

You’ll have the opportunity to look back at your old situation and decide whether it was really as hard as you thought while you were there.  Your former employer gets the same opportunity, assuming that you handled your exit gracefully.

A respectful refusal to a counter-offer can leave the door open for an eventual return.  All parties can benefit from a hiatus.  I’ve heard from lots of folks who’ve left employers and then come back. These days, it’s very acceptable to leave and return later with a higher profile.

The skills and experiences you gain with another company can make you more valuable than if you had stayed.  Plus, you have a better negotiating position, knowing what the culture and environment of your former company were.  You may be able to bargain for better working conditions or a more favorable reporting structure in addition to the compensation and title you want.

But first you have to handle your exit properly. It’s a delicate process to extract yourself with your reputation and relationships intact when a counter-offer is on the table.  And regardless of whether you intend to return, you do want to preserve the company’s respect for you.

Don’t get caught up in a discussion of where you’re going and what makes this opportunity so much better than your current job.  Politely refuse to discuss it by saying that you want to focus on an orderly transition.  Keep saying it, if you have to, until you make your point.