Tag Archives: candidates

Technical Recruiters Warn LinkedIn Don’ts: Part II

Last week, the IT recruiters of AVID Technical Resources expressed their opinion on the don’ts of LinkedIn.  If you are a prospective candidate or technical recruiter and remain unconvinced, you may need more reasoning to see the points.   Here are some reality checks to keep both IT headhunters and potential candidates in line on their usage of the professional networking site.

Your Profile Picture

It might be tempting to use that photo of you from five years ago, but if you’re not using current photos, it could be difficult for your IT recruiter or client to identify you when you first meet.  Save family and vacation photos for your desk.  Choose a photo that displays your confidence and professionalism.  If you use an inappropriate photo, technical recruiting firms might weed you out of their prospective candidate pool.

Keep It Objective

Imagine calling a client and running through your introduction spiel, then going to add them on LinkedIn.  As you do so, you realize you have already added them.  This not only shows that you do not manage your account, but it also appears unprofessional and a poor reflection on behalf of IT staffing firms.  Worse, if you are just adding random connections, these people can click the “I don’t know this person” button.  If a certain number of people deem you unknown, you will be booted from the site.

Maintain Your Profile

If you start following competitors or random IT recruiting companies, your LinkedIn account will be filled with clutter and could put you on your company’s radar for questionable activity.  Be mindful of where you choose to link your profile and which IT jobs you follow.  Keep your positions and titles up to date so your profile accurately reflects your current standing.

LinkedIn profiles are excellent resources for IT professionals, so do not abuse this privilege!

Technical Recruiters Warn LinkedIn Don’ts: Part I

IT recruiters use sites such as LinkedIn, Monster, and CareerBuilder on a daily basis.  From searching for prospective candidates to building their networks, these sites provide technical recruiting companies the opportunity to follow trends and updates in the information technology industry.  If you are actively seeking IT jobs and have an account on these sites, be weary of these common mistakes.

Your Profile Picture

LinkedIn is not Facebook nor is it Twitter, so never mix up the two.  Profile pictures should be professional headshots, not full body, a picture of your children, nor a vacation photo of you and your spouse.  If you do not have a professional headshot, be sure to use an up to date photo of yourself with a neutral background.

Keep it Objective

While you can add someone you met last weekend on Facebook, the IT staffing industry strongly discourages you from doing so on LinkedIn.  Leave connecting for those you share a direct relationship with.  The purpose of connecting is not to have the most connections in your network.  Rather, it is the quality of those relationships that is important.  When a technical recruiter requests to add someone to their network, they should personalize the message to explain why they wish to connect.  IT recruiting firms should only request recommendations from those who can provide an accurate review of their skills and performance.

Maintain Your Profile

Your profile should be up to date with an accurate description of your tasks and responsibilities.  Use keywords in your title and maintain a public profile so it appears on Google searches.  Add relevant groups that reflect your career goals and ideal IT job.  Never post a status that makes others feel uncomfortable.  Rule of thumb: if you would not say it in the IT recruiting office, do not post it.

Check in for Technical Recruiters Warn LinkedIn Don’ts: Part II for a realistic perspective of why you should be mindful of your LinkedIn behavior!

IT Staffing Woes: The Language Barrier

Working in the IT recruiting industry, technical recruiters are bound to face the near inevitable.  You discover resumes of the most talented candidates with the near perfect background and experience and reach for the phone.  You begin to explain why you are calling, talking about a potential IT job, when the person on the other end begins to speak, but you cannot understand them.  What do you do?

Be Patient

If it’s hard for IT recruiters to understand the candidate, chances are, candidates are having difficulty understanding the recruiters as well.  Speak slowly and clearly by carefully enunciating words.  It’s also important to avoid mumbling and rushing through sentences.  After prospective candidates have spoken, IT headhunters should reiterate what they have heard.  It might seem rude or annoying during the first few times, but it is best if both parties know the game plan.

Be Specific

Avoid colloquial phrases and abbreviations whenever possible, as this might add to the confusion.  Be mindful of cultural differences and time zones as well.  When technical recruiting companies plan to meet with clients or schedule phone calls, send an appointment reminder and meeting agenda if necessary.

Follow Up

The key to communicating when there is a language barrier is not just following up, but having multiple sources of contact within IT staffing agencies.  Sending a follow up email to recap your discussion and plans may just be important as the initial communication.  If there is any misunderstanding, the client or the technical recruiter can address it immediately.  Also, some candidates might prefer to be contacted through email versus phone or vice versa.

At first it might troublesome for an IT recruiter to discuss business when there is an impediment such as language and accents.  The more you do it, the easier it should become!  With the advances in technology and a degree of patience, hardships such as communication will eventually be eliminated.

IT Staffing Firms: The Best Friend of Candidates and Companies

Saves Time and Patience

IT recruiting companies save hiring companies the time and effort in researching applicants for IT jobs.  Without the hassle of sifting through resumes and weeding out candidates, human resources can refocus their attention to other areas.  Recruiters also help the company and applicants negotiate rates and contracts which might be sensitive topics for both parties.

Working with technical recruiters provides candidates with a direct contact for honest feedback and thorough interviewing schedule.  Applicants may feel more confident working with IT staffing companies because recruiters can offer tips and suggestions while also providing a source to hiring manages.  If an interview does not go well or a job is not a good fit, the recruiter can also make suggestions and recommend an applicant for other positions.

Saves Money

Because human resources will not need to concern themselves with the hiring process, the company can spend the allocated budget on other divisions within business.  Companies will not incur overhead expenses related to contacting prospective candidates such as technology and benefits to support IT contractors or technical staffing firms.  If the hiring company is successful with IT recruiting agencies, they will continue to utilize their services and save money long term.

Better Results

IT recruiters are specialized to seek out the most qualified candidates for their open positions.  They have been trained to ask all the right questions while finding those with the most relevant experience.  Human resources generally works alongside departments to find the best fit, but both HR and IT segments may be too busy to focus on the key criteria while conducting interviews.  Rather than rushing through the interviewing process, IT staffing agencies can help to refine the candidate pool by screening candidates and find the best fit.

IT recruiting may not be for everyone.  Some companies prefer to keep their staffing in house and not all candidates wish to work with a recruiter.  If you are new to the job market or a hiring company seeking alternative staffing methods, consider the opportunity to work with a recruiter!

Too Personal in the IT Staffing Industry

Technical recruiters spend a majority of their day on the phone or meeting with potential candidates.  They are around people constantly and typically spend more hours in the office than they do at home.  When you work side by side with peers for at least forty hours a week your personal life is bound to come up, but what is too personal and how much should you share?

Burden with Information

Potential candidates may have a life story of why they are not working or wish to change IT jobs.  As a technical recruiter, lend an ear to their needs, but do not get caught up in their personal lives.  The same goes for an IT headhunter working with a client.  The relationship should remain objective and professional with a degree of comfort.

Talking too Much

IT recruiting companies are always buzzing with chatter, but when an IT recruiter is focusing more on their social life than work load it may affect others.  People who talk too much or too loud about irrelevant matters are an office distraction.  Rather than providing the constant attention and approval they seek, focus on your role and goals.  If the incessant gossip and talk begins to affect your performance, speak up before it becomes an issue.

Prying for Privacy

Technical recruiting agencies need basic information when working with clients such as their expectations, experiences, and desired roles.  If a recruiter begins to cross a comfort zone and push for more information than a client is willing to provide, it is best for the recruiter to explain why they need it.  If the client is still hesitant, the recruiter should abide by his wishes.  Privacy and trust are what makes for successful IT staffing firms and by respecting limits, you may win over more candidates.

Bad Impression

Prying for too much detail or divulging in details of your personal life puts a recruiter on a pedestal for judgment.  Technical recruiting companies want to come across as personal, but they should be weary of crossing the line from personal to unprofessional.  Rather than adding a candidate on Facebook, search their credentials on LinkedIn.  No matter how comfortable a recruiter feels with his candidates, he should respect privacy in order to maintain a good impression.

Five Interview Rules in the IT Recruiting Industry

1.       Prepare

When candidates work with technical recruiting companies, they help guide you through the interview process and increase your chances of landing IT jobs.  If you are unfamiliar with recruiting, draft a series of questions for IT recruiters to have a better understanding.

Research the company and hiring managers conducting the interview on your own time.  Take note of the company’s industry and news such as recent mergers or acquisitions.  Think of questions to ask during the interview, even if you do not have any.  Bring copies of your resume and references to the interview just in case.

2.       Look and Be the Part

After you have completed your research, choose two outfits.  Be sure that each outfit is neatly pressed and interview appropriate.  Do not worry if you are over dressed because it is better to look professional than sloppy or too casual.  During the interview, avoid talking too much about irrelevant information, but do speak enough to cover all questions and your related experience.  Think through your responses and answer with confidence.  Stay positive despite sensitive topics and never speak ill of a former employer or poor experiences with other IT recruiting companies.

3.       Non-verbal Communication

Non-verbal communication is just as important as the conversation.  During an interview remain focused and maintain eye contact.  Avoid distractions such as a cell phone by turning it off or leaving it in your car.  Try to ignore nervous habits and fidgeting.

4.       Be Honest

When an interviewer asks you a question and you are unsure of how to respond or do not have an answer, be honest.  Think through your response or explain you do not have experience in a certain area.  It is better to be upfront than caught in a lie later which will embarrass not only yourself, but also your IT recruiter.

5.       Follow Up

One of the most important aspects of interviewing is thanking the interviewer for his time.  Follow up with a personalized thank you to each interviewer and reiterate your interest in the position.  Try to send your thank you within twenty-four hours of the interview.  Do not forget to acknowledge the IT staffing firms and technical recruiters you work with!

The Foul Mouthed Technical Recruiter

What is a candidate’s first thought when he steps into an IT recruiting company and technical recruiters are tossing swears back and forth?  Is he impressed?  Does he join in?  While it might all seem in good banter to causally throw out a few expletives, one must keep in mind the consequences of his actions while working with technical recruiting companies.

Beats Stress

Swearing at IT recruiting firms might seem like a way to vent, but there are more professional ways to de-stress.  Instead of rattling off a few curses, take a breath or remove yourself from work.  Refocus your frustration to improve on your weak areas.

Seems Laid Back

Cursing during your conversation with an IT recruiter will be more casual, but this could back fire.  When you start using unprofessional language with technical recruiting agencies, they will reconsider you for their IT jobs.  Recruiters do not want their candidates to make poor impressions regarding their work.

More Persuasive

IT recruiters can seem more persuasive if they throw in a few swears in their spiel.  Remove swears and you have the same content.  There is no need to inflate dialogue with words that have no meaning.  Instead, enhance your vocabulary while impressing others.  Not only will you sound more intelligent, your language will be more tasteful, too.

Boosts Team Morale

Most IT staffing firms have some sort of rally or team pep talks to encourage IT headhunters to achieve their goals.  Adding swears can make these talks seem more serious and passionate, but in reality it sounds trashy.  Keep it professional and remember team objectives.

While a swearing taboo sounds outdated, it is the most professional way to conduct business.  IT professionals want to work with the most skilled, confident, and trustworthy recruiters, win clients over with your class, manners, and skill!

First Impressions in the IT Staffing Industry

IT recruiters use first impressions to determine their potential candidates for open IT jobs.  Most IT staffing firms first engage in a phone screen to find applicants who can best communicate their skills and experience.  If the phone interview goes well, the next steps are a submittal and possibly an in person interview.  This interview is the candidate’s opportunity to show his potential, so use these tips to make an outstanding first impression among hiring managers and IT recruiting companies.

Prior to Meeting

Research both technical recruiting companies as well as managers conducting the interview through company sites and LinkedIn.  Take notes and think of questions to impress managers.  Set aside two neatly pressed outfits for your interview.  Always go for more dressy, preferably a suit, when you are uncertain of how casual the meeting may be.  Determine the commute length to the destination of the meeting.  Aim to arrive at least fifteen minutes early to prepare yourself and gather your thoughts.  If running late, always give a heads up and estimated time of arrival.

The Meeting

When you arrive to the meeting, review your notes and jot down any last minute questions.  Try relaxation tips such as taking a walk or listening to calming music prior to the meeting to ease nerves.  Do not think too much or you may begin to worry.  If necessary, call your IT recruiter for last minute tips.

Body language is just as important as the things you say.  Extend a handshake, but be mindful of cultures and traditions if you are in an unfamiliar setting or area.   Remain calm, focus, and think through your responses.  Maintain eye contact and a genuine smile while avoiding nervous habits. Keep the flow of the conversation relevant and positive with an upbeat tone.

After the Meeting

After the meeting, follow up with cordial thank you messages totechnical recruiters and the interviewers within twenty four hours.  Reiterate key points of the meeting and address any outstanding issues.  If you have any questions, do not hesitate to mention them.

First impressions are crucial in business.  Having the required skills is half the battle, convincing the hiring manager you are the right fit for the IT job seals the deal.

The Deadbeat Technical Recruiter

You remember your first interaction with IT recruiting companies, an unexpected phone call offering a world of IT jobs and opportunities.  You eagerly engage in a phone conversation, followed by an in-person interview with your IT recruiter.  After much prepping, you land a role and then your recruiter disappears.

Stay Connected

Technical recruiters are supposed to be available for their candidates.  The relationship does not stop after the client accepts a position.  Be sure to maintain contact through the duration of the contract, and if appropriate, help the contractor take on additional roles after positions end.

The candidates of IT recruiters are a reflection of their work.  If the candidates are unhappy or have concerns about their roles, it is the recruiter’s responsibility to promptly address these issues in a professional manner.  Leaving loose ends with contractors is a poor reflection on not only recruiters, but also IT staffing firms.

Procrastination is Contagious

It might be tempting put off assignments and bask in the glory of “free time”, but this free time is typically borrowed time at technical recruiting companies.  When a recruiter procrastinates, there is generally someone waiting on the other end.  Holding up others drastically reduces efficiency levels and increases stress levels.

A recruiter’s lax work ethic can be contagious and affect other’s output.  Others within the IT recruiting firm will observe how the recruiter may get by with doing less work or have tasks done for him and follow suit.   Some may do the opposite and dismiss all projects related to the lazy IT headhunter, eliminating potential networking.

Self-Motivated Success

The key to technical recruiting is self-driven success.  If a recruiter feels he is not being challenged, he may resort to laziness.  Rather, he should be productive by setting goals, making changes to his routine, and rewarding himself for his accomplishments.  When the lazy recruiter begins to work with other lazy co-workers, he may become frustrated and reconsider his actions and priorities!

Proofread

As a job seeker actively looking for an IT job, you are constantly sending out resumes and emails to hiring managers or IT recruiters working for IT staffing agencies.  In order to make sure that your email or resume is not disregarded, make sure that you proofread for any typos and grammatical errors.  Hiring managers want to go through a resume quickly without having to interpret what you meant to write.

By proofreading everything you send to a hiring manager or IT recruiter, they will be able to get through your documents and better see what IT skills you have.  The IT staffing industry is fast-paced and IT recruiters want to find the right prospective candidate for the IT job quickly.  By facilitating the process, you are giving yourself a better chance at that IT job.

Most importantly, by not proofreading your resume, you hurt your chances of landing that perfect IT job.  Take it from this IT recruiter who has had more than one client disqualify one of our candidates due to errors in the resume, proofreading is critically important.  Always put your best foot forward during the IT job search.  Don’t let someone disqualify you because you didn’t take the extra couple of minutes to proofread.