Tag Archives: IT job

Should IT Recruiters Respond to Emails on Vacation?

You have planned a week long getaway from the IT recruiting office in another country, far away from hiring managers, ongoing IT job interviews, and IT consultants.  You set up your auto response and request all urgent matters be sent to a fellow technical recruiter.  Before you press save, be mindful of these vacation email response tips.

Spam

Providing an automatic response confirms your email address to potential spammers.  Stop before you give out your account managers’ or technical recruiters’ email addresses in your vacation auto-reply.  You may be unwittingly exposing them to spam.  Instead, try to customize your message for those on your contact list, and then have a template for others.  Also, you may want to set up the response so it only reaches contacts once.  Then they are not repeatedly spammed with your out of office message.

Location

For security purposes, do not provide the location of your vacation or the itinerary unless it’s a trusted family member or friend.  Letting others know your house will be vacant during your absence creates a threat of vandalism and theft.  Also, others outside IT staffing firms simply do not need to know your business.

Warn Ahead of Time

The IT staffing world will go on without you while you are on your holiday, so think twice before you check your email.  Warn others at technical recruiting firms ahead of time for projects that will need your approval, consent, or opinion.  By repeatedly checking and responding to emails while you are away, you’re letting work consume your life and disrupt your time to relax.  By providing a heads up, there will be no excuse, guilt, or blame for when you return.

Are IT Recruiting Agencies Spamming Clients?

In the IT recruiting business, the golden rule is to stay in touch with clients to create reoccurring customers.  Technical recruiters do not want hiring managers or IT contractors to forget about them or think they do not care, so they reach out frequently to check in.  While this is crucial in the IT staffing industry, when does following up evolve into spamming?  Here are some tips to keep in touch without crossing the line.

Be Consistent

When first reaching out to IT consultants, ask when a good time would be to meet and discuss resumes, IT job interviews, or just life.  IT recruiters should let their clients know they wish to reach out on a weekly basis if that is the case so candidates are aware and will expect their call.  At the close of discussions, schedule follow up meetings.

Surprise visits can make a consultant’s day, but it can also be a disaster if it is poor timing.  Try to avoid surprising clients unless the recruiter is certain the client will not be too busy with work to have a conversation. 

Make Personal

When sending emails, do not act as though this is the first interaction with a recipient.  An IT recruiter can try calling clients the next time they are about to respond to a message.  Hearing a voice on the other end brings a closer connection than emails where tone and expression can be lost in translation.

A technical recruiter can make the relationship friendly, while also staying professional.  Remember details about IT consultants and ask about anything exciting in their life.  The recruiter may find something in common that he would not have known otherwise!

Mass mailings may make IT headhunters lives easier, but are often easily recognized.  Try to take a few minutes each week to recognize clients.  They will appreciate the personal touch.

Send Valuable Information

Allow clients to control how much content they are receiving.  If they are subscribed to the Twitter, Facebook, and LinkedIn of IT recruiting firms, they may be receiving the same updates repeatedly.  Try to keep material fresh and irredundant so clients have a reason to subscribe.

If IT staffing agencies are using the same content for social media outlets, they may experience attrition in subscribers.  Also, only send important updates or news so technical recruiting companies are not wasting their client’s time as the message will be deleted.

The point of staying in touch is to not lose contact, do not drive customers away by being overly aggressive!

Common Email Blunders at IT Recruiting Companies

Gone are the days technical recruiters only needed to worry about spell check as they fired off rounds of messages to IT job seekers.  Now, IT headhunters are concerned about attachments, tone, and character with the IT staffing industry relying heavily on information technology for communication.  Before you send off that final email, here are some tips to not trip up on the every day message.

Not Personalizing

When you send out an email, try to make it as personable as possible.  The downside of emailing is the lack of tone and physical communication.  Let candidates and hiring managers know they are not sending their messages to a technical recruiting robot by adding personal touch with each response.  When mass mailing, be sure to keep email addresses private and the content relevant to the recipient’s interests.

Pressing Send too Fast

It is safe to say most IT recruiters have sent an email mid-message or forgot to include an attachment.  To catch this glitch, wait until right before you send the email to add all recipients’ contact information.  Check that your attachment is included and that it is the appropriate document.  Also, give the content a quick read through because spell check will not pick up typos that are spelled correctly.  When you are ready to go, hit send!

Relying too Much on Email

Sometimes it is easier to pick up the phone and get a response than send out multiple emails.  Emailing too often can cause confusion and more work.  Also, relying too much on email dulls communication.  Next time you have a quick request, instead of sending off an email, approach the person and ask them about their weekend, then ask for the request.

Email is one of the quickest and most convenient forms of communications at IT staffing agencies, but do not fall victim to these common mistakes!

 

IT Recruiting: Did You Blab through Your Interview?

During your last IT job interview did the timeframe go from the anticipated one hour to two or three hours?  You may leave thinking you won the hiring managers over, but think again.  If you were doing most of the talking and managers seem disinterested, this is generally not a good sign.  Some IT candidates might speak more when they are nervous or have so much experience on their resume they do not know where to begin.  Here are some suggestions for maintaining confidence and control while not spilling too much detail during any upcoming interviews for IT jobs.

Prepare Your Questions and Answers

Look up typical interview questions and prepare your answers along with relevant examples.  When you have finished, practice by having a mock interview with a family member, friend, or IT recruiter and, if necessary, time your responses.  You do not want to provide too much detail to the point where you bore the hiring manager or technical recruiter, but you also do not want to leave out any important experience.  Ask for honest feedback and weed out any unrelated material by sticking to the point.

Take a Breath

In order to qualify for a position, you must communicate why your experience and skills are ideal for the role.  Almost everyone becomes nervous when they are put on the spot and rushing through their speech is a common occurrence.  Rather than flying through your spiel, annunciate each word and pause to check for the attention of IT recruiters and hiring managers.  This pause will also indicate you have made a point and allow them to comment or ask for further detail.

Look for the Signs

If the hiring managers appear to be bored, wrap up your response and wait for the next question.  When a manager stops taking notes, move the interview on to the next stage for new material. Checking the clock could indicate they are short on time, so get to the point!

Other Advice

Speaking too much during an interview may indicate to IT staffing companies and hiring managers that you are easily distracted or may talk too much on the job.  Also, by not letting managers or technical recruiters get a word in you are being disrespectful and frustrating which most coworkers cannot handle in the IT staffing office.  Interviews only provide a glimpse of who you are as an employee and your experiences so make use of the time with valid, relevant points.

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.

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.

Mirroring the Hiring Manager in the IT Staffing Industry

An IT headhunter enters an interview and prepares to do the skill he has learned in a number of classes, articles, and books…mirroring the hiring manager.  The manager enters the room running behind schedule and forgets to extend a handshake.  He immediately begins complaining about traffic, weather, and whatever is on his mind.  The manager stretches back in his chair and exerts a boisterous yawn before he gets down to business (and checks his phone).  The technical recruiter panics, he was not prepared for this.

Staying Professional and Positive

While this example may be over the top, candidates and IT recruiters should focus on making the best first impression.  Rather than fall into the trap of negativity, you can state your own opinion if you do or do not agree, but always follow up with a positive response.  If the hiring manager forgets to extend a handshake, take initiative and impress him by offering your hand first.  No matter how laid back a manager may seem, maintain professionalism, as this may be a test of your censors and limits.

Be Honest

You do not need to agree with everything the hiring manager says.  You should also never exaggerate your skills for the IT job.  Conflict and lies are the last things IT staffing firms want during an interview or business meeting.  But expressing your honest opinion can open the floor for discussion and conversation.  You will display your true personality and management may admire your confidence.

Look for Connections

Here is where it’s completely acceptable to mirror from the manager.  When you research the interviewer or employer, you have the opportunity to view their interests.  Look for any connections on sites such as LinkedIn.  Use these connections to your advantage.  Do not be afraid to mention them in your meeting, because it will show you did your homework.

Be Responsive

Post meetings, managers look for those who are most responsive.  Follow up with thank you note in a timely manner.  If you have any further questions, address them in the message.  Reiterate your interest in the position if you feel it is a true match for your skills and interests.  Thank the hiring managers or technical recruiters for their time.

You can tell if an interview is going well through non verbal communication.  Look for physical cues, such as smiles and eye contact.  If the interviewer has a bad tone or attitude, do not follow suit.  Even if an interview does not go as smooth as planned, you can save your reputation and first impression by staying positive and ending on a happy note.

Making the Most of Your IT Recruiting Internship

The best way to subsidize a college career is with real world experience in the IT staffing world.  An internship provides skills and knowledge within the information technology industry that one cannot learn in a classroom without having to commit to a full time IT job.  They also allow students and prospective technical recruiters the opportunity to challenge themselves and discover a potential career path.  Here are some tips for making the most of an internship for IT headhunters.

Being Professional

Just because a technical recruiting internship is not a full time position does not mean it shouldn’t be treated like one.  Interns should anticipate arriving on time daily, maintaining an upbeat attitude, and eagerly accepting any task that is at hand.  Be respectful to others and try to mirror other employees’ dress and work demeanor.  Remember outside of the office interns still represent the IT staffing firms so be mindful of actions.

Work Ethic

Some interns feel because their position is temporary that they only need to complete assigned work.  Technical recruiting firms seek interns who meet and exceed expectations whenever possible.  When an assignment is complete, an intern should maintain focus and ask for additional challenges.  Setting goals and working on multiple projects provides more exposure which will spruce up the intern’s resume and provide discussion for future interviews.

IT recruiting companies would rather see their intern succeed than struggle, so never sacrifice quality for quantity.  Take notes and ask questions if directions are not clear. Hard work and thinking outside of the box sets others apart, but never trump others to make it to the top.

Ending an Internship

The best part of internships is the networking within technical staffing agencies.  Connect with IT recruiters on LinkedIn.  Do not be afraid to ask for recommendations.  If possible, make a portfolio of the accomplished work or a book of achievements.  Stay in touch with a manager and view them as a mentor for the future.

An internship might not guarantee a full time perm position, but it is a step in the right direction!

Seeking a…Client? Part I

It seems coffee meetings are the go to from catching up with business or friends to first dates and meeting with new IT staffing clients.  At first glance, comparing the IT recruiting business with dating might seem entirely wrong, but when you think about it the processes are pretty similar.  They both involve finding “the one” with all the perfect attributes, right?

The Want Ad

Technical recruiters use job boards to post open positions, listing specific criteria to find their most ideal match for the IT job.  It is a blind way of weeding out candidates without personally offending anyone.   Job listings also provide the luxury of choosing from multiple candidates without having to limit yourself to just one applicant.

Preliminary Screening—The Background Check

You will most likely conduct some investigating prior to a date and the same goes for a client meeting.   As a technical recruiter, you will research a consultant’s prior experiences and check to see if you have any connections through LinkedIn or past companies.  A phone call prior to the face to face meeting may help ease nerves for the IT recruiter and contractor.

Getting Ready

Dress to impress as you prepare for your meeting.  Run through your check list to be sure you have all the right material…resume, job description, notepad for questions.  Note the client’s interests so you have topics for conversation.  Leave early so you allow plenty of time to arrive early or on time in case of traffic.

Looking for tips during the meeting?  Check AVID’s blog for Seeking…a Client? Part II.

IT Job Descriptions

One of the most frustrating aspects of IT job hunting is coming across an incomplete job description.  As a candidate, do you skip over and look for more detailed positions or do you take the risk and apply?  A majority of applicants will continue their search while those that do apply are carelessly sending out their resumes to anyone who will give them a shot.  As an IT recruiter, you want the most qualified candidates for your position so reel them in first with a perfect IT job description.

Job Title

The job title should accurately reflect the tasks and duties of the position.  Obscure or unusual titles have the potential to draw in curious candidates, but can also be lost in most searches.  IT recruiters Boston should choose keywords so jobs appear in relevant searches.

Skills and Qualifications

To weed out unqualified candidates, mention all required skills and prerequisites.  Experience and education level should be included to help determine a salary level.  If there is a certain background preference, list it within qualifications.   The more information technology skills that you have, and can list, the better.

Responsibilities

Listing responsibilities provides an idea of a prospective hire’s day.  This information also helps candidates think of interview questions they might have for the hiring manager.  Including job duties in the description also helps determine boundaries on the job.

Contract Information

If the position is not full-time salary with benefits, IT recruiters should include this in the description.  Some candidates are looking for indefinite short term contracts to test their skills while others are looking strictly for full time perm positions.   By not including these details, you might lose candidates.

So all you technical recruiters, the more detailed job description the better pool of candidates you will have to choose from!