Tag Archives: candidates

IT Staffing: Is a Small Company for You?

As candidates seek new career opportunities, they have the opportunity to choose from large corporations or small businesses.   While most are easily swayed by the aura of a prominent brand name, they may not realize the benefits they pass up from snubbing the smaller corportations.  Here are some reason IT contractors should consider working with the little guys.

Part of the Team

Smaller companies tend to be teams working together to reach a common objective.  Each IT headhunter plays a crucial role toward the process of achieving that goal through teamwork and an individual strive.  Working side by side, technical recruiters are bound to develop more personal relationships than the standard IT recruiting connection.  Also, because employees in a small IT staffing company work in such a tight knit group, workers have the opportunity to voice suggestions and provide honest feedback to management.

Tangible Results

The efforts of a technical recruiter are more likely to be noticed at small technical recruiting companies than at a larger corporation.  He will have the opportunity to see how his work contributes to a project and its final output.  IT headhunters can also help to implement new policies if the company is flexible and standards are not already in place.

Learning Experience

Most emerging companies perform on the trial and error process.  IT recruiters must be ready to step outside of their comfort zone, make mistakes, and take on additional responsibilities.  The benefits to employees are they are exposed and cross trained to different departments and forced to find a drive for inner creativity.

Is it the Right Atmosphere for You?

As an IT contractor, are you ready to on the risk?  Not all emerging businesses are guaranteed successes, but if the company thrives, you will be taken along for the ride.  Likewise, if it fails, you will experience the downfall and disappointment.  Are you ready for additional responsibility?  The words “not my job” are rarely used at small companies.  You must be willing to take on more than your fair share of work to succeed at the company.  Finally, if you are not willing to work in a team, emerging corporations are not the place for you.

Not everyone is cut out to work in a small company, but part of finding out is being involved in the experience!

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.

Sloppy IT Recruiters

Technical recruiters know that like apples, it takes one bad IT recruiter to spoil the bunch.  Recruiters are often viewed as money driven IT headhunters who care more about their commissions than the well being of their clients.  To maintain your ground as an honest recruiter, avoid these sloppy and often dishonest recruiting tactics.

The Bait and Switch

IT recruiting companies send an email saying you are an ideal fit for recruiters’ open positions.  You head to a IT recruiting agency expecting an interview when the recruiter sits you down and asks you all your employment history and skills, which are on your resume.  You soon realize there is no open position and the technical recruiting company is just looking to populate their database with clients.

There might be open positions, but the one initially offered is not mentioned.  The suggested roles are more entry level IT jobs that slightly relate to your skills.  The sloppy technical recruiter tries to talk up the jobs and make reaches in terms of relating your experience to the tasks and responsibilities to their open positions.  When you decline, the recruiter pushes you to make a commitment where you do not feel comfortable.

Unresponsive

Once technical recruiting companies establish a commitment with candidates, they should follow up throughout the duration of their contract.  Recruiters who seem to drop off the face of the earth post interviewing pose signs of a potentially weak relationship and could worry clients or hiring managers about the stability of their positions.

Impersonal

Recruiters have the advantage that they can spend more time discussing the skills of IT contractors and experience than a hiring manager can learn in one just one interview.  When you talk to a contractor, try to establish a rapport so you can both feel comfortable with one another.  When you send emails, make it personal rather than sending a mass mail.  If you must send a mass mail, always check to make sure email addresses are hidden from other recipients.

Not all IT recruiting agencies behave the same so obviously their performances differ.  Those that treat their clients as people and not inventory will see better results and reviews.  You will also be happier with your day to day tasks as well!

IT Recruiting is not Day Care

Hey technical recruiters!  Do you trust your IT contractors?  Are you confident your candidates can make the right decisions on their own?  Some IT recruiters feel it is necessary to walk their clients through the IT staffing process, which is completely acceptable.  What is not acceptable is talking down to your contractors, holding their hand, and giving into outlandish demands throughout their contract duration.

The Customer is Always Right

IT recruiting companies want to keep their clients more than satisfied with their services.  How much can technical recruiting firms give before they begin to break?  By repeatedly meeting contractors’ unrealistic demands and expectations, IT staffing companies will find it difficult to say no in the long run.  Clients may begin to take advantage of a company’s generosity, so an IT recruiter should put his foot down early to prevent things from getting out of hand.

Flip Side: The technical recruiter is not always right.  Be open to suggestions and encourage feedback from your contractors.  Their criticism and praise can help your performance and work ethic!

Making Decisions

Contractors are typically experienced adults and seldom does a recruiter come across a client who cannot make choices on his own.  Only the candidate knows what is best in terms of his wants and needs and never should a recruiter make a decision for him.  Rather than taking the reins, IT staffing firms can help candidates make decisions in terms of which IT jobs would be the best fit for their experience and lifestyle.

Flip Side: If a candidate cannot make up his mind or seems indifferent about an offer, remind him the benefits of taking the position, but reiterate that other candidates would be happy to be in his place. 

Tone

Sometimes it is not what you say to a candidate, but how you say it.  Contractors may be more sensitive while others have a tougher skin and can handle a strong personality or attitude.  The most important aspect of recruiting is staying positive throughout the experience.  Get to know your clients so you know how to conduct business effectively.

Flip Side: Babying your client helps no one.  Coach your contractor with proper instruction and feedback to help his progress.  If he reacts poorly to your advice, it may be time to sever ties and stop representing him.

 

IT Recruiting: Lunch Etiquette

Technical recruiting companies frequently engage in lunch meetings with their candidates to discuss business and life in general.  These gatherings can range from low key to a strict agenda depending on the client.  If IT recruiters are uncertain of how to behave during a meeting, here are some tips to stay in line during a standard corporate lunch.

Before

Technical recruiters should look up the menu in advance so they do not waste time deciding on lunch.  Choose two different meals, one light and the other a full meal while avoiding messy and finger foods.  Plan to arrive fifteen minutes early and dress professionally.  IT headhunters may be over dressed for the restaurant or relative to their client, but it is better than standing out in a negative way.  Prepare an itinerary for the meeting and leave phones off or in the car.

At the Meeting

IT recruiting firms should greet their client with a firm handshake and wait to be seated.  Place napkins on the lap and do not put cell phones on the table even if they are on silent.  The contractor should place his order first, and then the IT staffing rep can choose his meal depending on what the contractor orders.  This way the contractor will not be waiting for the recruiter to finish his steak if the candidate only ordered a salad.  Also, try to avoid going to the meeting hungry because technical recruiting firms may become too distracted with food to discuss the importance of the meeting.  Before diving into business, make small talk to set a comfortable mood and then transition the subject after placing the order.

The Food

Anything that can stain or get stuck in the teeth of an IT recruiter should be saved for a night out with the pals.  Also, food that is messy and difficult to eat is distracting and can upset the client while alcohol is typically avoided.  When the technical recruiter is finished eating, rest the utensils on the plate with the napkin on the table.  It might be tempting to take a doggy bag with you, but fight the urge.

Be polite to all wait staff and maintain focus through the meeting.  If the recruiter extended the invite, cover the bill and be discreet in regards to tipping.  Remember to thank clients for their time!

 

IT Staffing Firms Enjoy Apple Treats

October 21st is a festival called Apple Day for residents of the United Kingdom.  Over here in New England, everyday can be Apple Day in the fall.  Rinse off those apples you picked a few weeks ago and get ready to bake for your IT recruiting office!

The Baked Goods

Most IT staffing agencies have a designated baker along with a clan of voluntary eaters.  If you have a surplus of apples, go with classic favorites such as apple pie or apple crisp.  Want to really win over IT recruiters?  Bring in a gallon of vanilla ice cream to go with the warm treat.

If you are concerned about temperature sensitive dishes, bake an apple strudel or bread.  When making bread and muffins, substitute apple sauce for any oil to cut down on fat and extra calories.  Cookies and muffins are also excellent solutions in terms of portion control and serving sizes for the diet conscious IT headhunter.

The Treats

Almost all candidates and patrons of IT staffing firms cannot turn down candy apples.  Whether you dip them on a Friday night with your family or socializing with friends, making caramel apples is a fun and filling process.  After dipping the apples, consider rolling the apples in chopped nuts for added protein and a crunchy kick.  If you are daring, drench the dried caramel apples in chocolate and roll in crushed candy, cookies, or brown cinnamon sugar for an over the top dessert.

In addition to homemade applesauce, consider making some fresh apple jam or butter for technical recruiters.  You can also give the jars as small thank you gifts for hiring managers or those who help you and make your time enjoyable at IT recruiting agencies.

Go Raw

Apples do not always need to be all dressed up in sugar or baked into sweets.  Bring in some fresh apples at your IT recruiting company for a healthy treat.  Studies have shown that just one apple a day can help with cholesterol and weight management as well as diabetes prevention.

Recruiters deserve a break after working hard sifting through resumes and setting up IT job interviews.  Suddenly the fall just got sweeter for IT recruiting firms!

IT Recruiting Tips: When You are Caught in a Lie

Technical recruiters search the web for candidates from sites such as Monster, CareerBuilder, and LinkedIn.  When the resume of a prospective candidate catches their eye, they add it to their database and try to contact him for IT jobs.  If an IT recruiter found out a contractor’s resume was falsified and skills were exaggerated, would he give the IT professional a second chance?  The answer is typically no, but some IT recruiters may be more understanding.  If you are lucky enough to find these rare recruiters, here is how to make penance…

Admit Your Fault

Covering a lie with another lie is a slippery slope that should be avoided at all costs.  Come clean to your technical recruiter by admitting your faults and taking responsibilities for your actions and its outcome.  Explain why you lied and the truth.  It might be difficult to admit you were wrong, but IT recruiting companies will respect you for owning up to your mistake.

Take the Next Step

Apologize to the IT staffing agency and all parties involved.  If your recruiter is still willing to work with you, send over a corrected resume with the accurate dates of employment and your skills.  When you apply for other positions in the future, explain your gaps of employment or your level of skill so technical recruiting companies and hiring managers are not mislead.

Don’ts of Lying

Never justify deceit with dishonesty because you will lose track of your deception and truths.  Also, never blame others for your lies.  Only you can control your actions and by blaming another party you are showing IT staffing companies that you have no responsibility.

Remember that you can always prevent the effects of a lie by starting with the truth!

IT Recruiters: What Color is Your Mood?

Ever wonder how you choose your outfits in the morning?  You might prepare the night before or grab whatever is hanging in your closet, but often there is an algorithm to the process.  Next time you are in the IT recruiting office, take note of what colors your fellow technical recruiters are wearing to get an idea of their moods.

Responsible, Credible, and Confident

Patrons of IT recruiting firms who wear neutral colors such as grey, brown, and navy blue wish to be perceived as serious and trustworthy workers.  This explains why most potential candidates opt for a conservative color scheme for IT job interviews.   Though often perceived as bland, these colors work in favor of an IT recruiter for staying in style while also appropriate for most occasions.

Energy Drive

If a technical recruiter is feeling driven and ready for action, he might choose a red shirt or orange tie.  The red is attention grabbing, but beware if you find you are hungry throughout the day.  Red can also stimulate appetite!  The orange is a softer, soothing energy color compared to red and radiates positive energy throughout the day.

Cheerful

How can you tell IT headhunters are having a good morning?  The color yellow is a cheerful color for IT recruiting companies and sets a joyful feel.  Be careful though, too much yellow can cause agitation and irritability.

Relaxed

Green is the color of not only money, but also relaxation.  Those who wear green at IT staffing firms are sending off soothing signals of stress relief and calming vibes.  While white is a conservative color, it also signifies peace and ease.

Big Decisions and Projects

If you have a big decision to make or assignment to lead, you may need to throw on a purple tie or blouse.  Purple is known to stimulate the brain and drive inner creativity.  It also has been connected to one’s intuition, so it can help an IT headhunter follow his instinct.  If you cannot find a piece of purple garb, grab yellow!  Yellow has been coupled with intelligence and inspiration.

A Little Bit of Everything?

The most complex color seems to be everyone’s favorite, blue.  Blue is known to be stress relieving and calming, but it is also known to drive creativity.  Those who wear the color may feel cheery and uplifted, but darker shades can make you feel more upset when you are stressed.  A tip to those who are looking to shed a few, eat your meals around the color blue.  Blue is an appetite suppressant because no natural foods are blue in nature so the brain is turned off!

Next time you go to your closet you may have a change of heart about what you wear!

IT Recruiters: Food Survival Guide

IT staffing agencies can spend hours in the office chipping away at work and consistently achieving goals.  With their dedication, one may begin to wonder how recruiters find time to eat.  Here is a list of necessary food supplies for IT recruiters Boston to make it through a typical week.

Breakfast

Take a peek at a recruiter’s cube in the early morning hours.  You may find the IT staffing rep stirring up some oatmeal or nibbling a breakfast bar.  Some might change up their breakfast with a Chobani yogurt while others stick to a strict Pop-Tart routine.  On special occasions, there may be a trip to the local Bruegger’s or Dunkin Donuts for bagels and coffee.

Mid-morning Snack

Come ten o’clock, you will begin to hear stomachs grumble as IT staffing companies reach their mid-morning peak.  Some recruiters reach for their perfectly ripened banana while others grab a handful of nuts.  The more spontaneous recruiters take a trip for a donut or muffin along with a coffee to make it to noon.

Lunch

IT recruiting firms look forward to their lunch more than any meal of the day.  In technical recruiting offices, one will notice the noise level and productivity rise after a recruiter’s midday meal.  From grabbing a sandwich at the local deli to eating last night’s leftovers, these sources of energy send recruiters into overdrive and on a mission to round up potential candidates.  For tips on dining out, check the Phantom Gourmet or go with the suggestion of fellow technical recruiters.

Mid-afternoon Snack

At around two thirty or three o’clock, the lunch activity begins to die down and IT headhunters rise from their desk for an afternoon kick.  A trip to a local convenience store or CVS is in order for an energy drink as well as candy or healthy pretzels and humus.  These snacks will give recruiters a boost to make it through closing time while rounding up candidates and scheduling interviews.

Dinner

IT recruiting agencies may enjoy dinner together from time to time to discuss life outside the IT staffing industry.  These sit down meals can help to building networks while also establishing relationships out of the office.  If recruiters cannot commit to a full dinner, they can always grab drinks after work to celebrate a successful day!

IT Staffing Gurus Plead: Bad Applicants Need Not Apply

Technical recruiting veterans know the process for weeding out bad applicants for their open IT jobs.  Yet, sometimes a bad candidate can slip through cracks, make it to an interview, and completely embarrass the IT staffing firm.  The recruiters of AVID Technical Resources provide some clues to prevent this scenario and spare the feelings of candidates.

The Resume

IT recruiters are used to skimming resumes to find the right applicants for their roles.  If a sloppy resume is filled with poor grammar and typos, it is a red flag that this candidate should not represent IT recruiting companies.  When a contractor keeps a sloppy resume and makes you look for his key skills and experiences, you could take this as a sign that he may not value his accomplishments.

Communication

If a candidate seems to be avoiding his technical recruiter like the plague, it is generally not a good sign.  Something is up when a candidate cannot provide answers or is constantly making up excuses to steer clear up his recruiter.  Be straight forward by asking the contractor if he is interviewing for other positions or if he has a potential offer lined up.  The contractor should be honest and open about his actions while providing the IT recruiter the opportunity to open this position to other applicants.

Behavior

When a contractor seems to be hiding something or avoiding his recruiter, it is better to address the issue than keep up this charade.  IT headhunters know the way to the heart of a hiring manager and can provide insight to their client.  If a candidate is not taking your advice, such as tweaking his resume or showing up to meetings on schedule, it might be time to wipe him as a potential candidate.

Worse than avoiding contact, the candidate could be blowing off interviews or showing up with a messy appearance and poor attitude.  If the contractor has not shown any signs of respect or gratefulness to his recruiter, then chances are he will follow suit with the hiring company.  Save IT staffing companies the trouble and embarrassment by not letting things get to this point!