Choosing an IT Recruiting Agency
Searching for IT employees? Regardless of how long your
company has been recruiting, you have likely discovered the candidate search is
a complicated process. Receiving the desired quantity and quality of résumés
becomes difficult for firms of all sizes due to various factors, including:
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1. Brand recognition. Information Technology and other
related majors often seek out popular tech firms for employment opportunities,
meaning smaller startups have to compete to get candidates' attention. Even
larger corporations - such as banks and media conglomerates - face recruitment
struggles when their primary industry isn't tech-related.
2. Human resources. The most successful IT employers have
large HR departments at their disposal, often employing various task forces -
such as University Relations and company scouts - to search out the best
candidates at colleges, universities, and rival organizations before they begin
their job searches.
3. Money. Successful IT recruiting often requires a large
monetary investment, as HR professionals travel across the country in search of
the right candidates or fly them in for interviews. Job posting boards and
recruitment events also present significant costs for businesses from small to
large.
How an IT Recruiting Agency Can Help
To combat the above limitations, many employers choose IT
recruiting agencies to help them hire the best candidates. For a pre-determined
fee or percentage, IT recruiters perform most or all of the necessary tasks
usually delegated to a Human Resources department, including:
- Candidate identification. IT recruiters scour multiple
resources, from social media to competitor websites to online job boards, to
identify cream-of-the-crop candidates for their clients.
- Candidate engagement. After identifying viable candidates,
recruiters reach out to them via various channels - from email, to phone, to
social media - to learn more about them and share information regarding their
clients' current opportunities.
- Screening. Initial interviews, whether over the phone, on
Skype, or in person, help eliminate less suitable candidates and pave the way
for the individuals that clients will be most likely to hire.
- Staffing. In addition to forwarding promising candidates
to hiring organizations, many IT recruiting agencies also offer staff
augmentation services. These organizations hire candidates directly, performing
everything from resume review, to interviews, to hiring paperwork. IT staffing
services provide short to long-term expertise, minus the high costs of
recruitment and direct employment.
Questions to Ask a Potential Recruiter
When considering which IT recruitment agency to work with,
ask potential providers the following questions:
1. What are your credentials? Reputable IT recruiting firms
should possess endorsements or affiliations from organizations such as the
Better Business Bureau (BBB), the Society for Human Resource Management (SHRM),
or the American Staffing Association (ASA).
2. What are your rates? Recruiters should be up-front about
their service rates and should not present clients with a "surprise"
bill after they perform the work.
3. What services do you offer? Are you interested in direct
hire, contract consulting, retained search, executive search, or staff
augmentation? Ascertain a recruiting agency is equipped to provide these
services before agreeing to work with them.
Difference
Between Retained and Contingency Recruiting Firms
How
an Executive Recruiting Firm Finds the Next Leaders for Your Business
Executive
Recruitment Firms - Unique Solution for Finding Potential Job Candidates
The
Functions of the Recruitment Firm
What
A Recruiting Firm Can Do For Your Business
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