Tag Archives: IT Recruiters Boston

The Key to Being Successful in the IT Recruiting Industry

The key to being successful in the IT staffing industry is building a strong relationship with your client. A lot of people think that as an IT recruiter you are just responsible to find candidates to fill the open IT jobs. But how do we as teams get these open jobs? By building strong relationships with our clients.

Key attributes to being well rounded IT Recruiters:

We need to know what the product is. The product is your client. IT recruiters Boston need to get to know the client and the IT job before being able to help them. Technical recruiters need to know the service they client provides, their background and anything else that will help them identify the right candidate. This is an important piece of the IT recruiting firm’s ability to successfully service their client.

Being a good listener is also an important trait for IT recruiters. Thinking you know what your client wants and really knowing what their wants and needs come from listening. As a technical recruiter you need to be able to stand back and just listen and know the right questions to ask to get more information to better be able to understand what the client is looking for in a candidate.

Timely feedback is an important step in the IT recruitment process so everyone is on the same page as to the status of the candidate and assignment. You want to provide your candidates with immediate feedback so nobody is left in the dark.

Don’t promise anything you can’t deliver. It’s important for IT recruiters to land the deal but keeping your credibility is more important. Be honest with people about the standings and not telling them what you think they want to hear might get you further.

Another thing that plays a key role in an IT recruiter is their attitude. Attitude can really make or break someone. Having a bad attitude is not a good thing in the IT recruiting industry. You need to always be positive. You want to be your client’s solution not a problem to them.

To be a successful technical recruiter all of these aforementioned attributes are key, but wanting to be successful is important too. You have to want it and want to work at it every day to really be good at what you do. The IT staffing industry changes all the time and you have to be able to change with it and understand why it is changing the way it is.

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.

Never Burn a Bridge- Leaving in a Tasteful Manner

Looking for new opportunities, tired of the same routine, or seeking better benefits… you know when your time is up at an IT job, on to the next one right?  Sure, but never leave a position empty handed.  Always have recommendations in hand and leave on good terms. Give Notice—and Feedback Never drop a bombshell on an employer or IT recruiters, give at least two weeks notice prior to your departure.  This will allow companies and/or IT staffing firms to find a replacement and transition him into your role.  This is your chance to stand out and prove how well you have mastered tasks by teaching your acquired skills. Having a meeting to explain why you wish to leave your role allows the company or IT recruiting company to see where it needs to improve its strategies and goals.  This meeting also provides you with the opportunity to gain quality feedback on your performance.  When meeting with technical recruiters, explain what you disliked about the position so they can place you in a role that is more geared toward your interests. Finish Strong “To give anything less than your best is to sacrifice the gift”- Steve Prefontaine You might feel lazy and wish to do the bare minimum during your remaining time, but fight the urge.  Finish strong and tie any loose ends.  Leave with a lasting impression, as these last few days will be the foundation of your recommendation and determine if your IT staffing agency will use you for upcoming placements.  If there is an unresolved issue, fix it before your replacement takes on your role, it eases the frustrations on both ends.  Be sure to introduce your replacement to your partners so they understand each other’s roles and how to communicate with one another. Stay on Good Terms—Connected and Recommended Treat all coworkers from the past as if they are still in the next cubicle over.  If you have not already, network with your IT recruiters Boston, co-workers, and managers on Linkedin.  You never know when you are applying to a new position who could be the hiring manager and if you share connections.  Your daily water cooler talk could be the lead way in transitioning your career. Speaking ill of previous experiences puts you on a pedestal of negativity.  Do not be tempted to bad mouth an old employer or technical recruiting agency no matter how harshly you were treated or if your expectations were not met.  When you cannot think of anything you enjoyed during your time at the position, speak of the skills you attained and how you wish to use them to advance your career. Be Grateful Your previous employer took you on their team—and payroll.  Be thankful that they allowed you to share this experience by sending a brief thank you note.  Thank your IT staffing representative for their hard work and effort to secure you a position and wish that they keep you in mind for upcoming roles.  If you seemed to have burned a bridge in the process, it might be salvageable.  Admit your faults and, as mentioned before, finish strong.

How Most IT Recruiting Offices are Set Up

All of the IT recruiting companies Boston that I have worked for, and all of the IT staffing offices that I’ve been in, have all been set up the same way.  First, there is a general “pit” in the middle of the office.  This is where the IT recruiters Boston will sit.  The openness allows for easy communication – verbal instant messaging you might call it.

A typical day in the IT recruiting world is anything but typical.  Technical recruiters might be talking to prospective candidates one minute, setting up an interview the next.  Soon after, they may have the opportunity to roll out an offer or break the news that the candidate did not get the job they interviewed for.  IT recruiters may have to call one of their current IT contractors with feedback on their job performance or they may have to release them from their assignment.

Because there are so many nuances to the IT recruiting role, so many different scenarios that may arise day in and day out, the open floor also provides another purpose.  It allows other IT recruiters MA to hear virtually all other conversations.  This proves very beneficial for technical recruiters as it allows them to absorb as many techniques and IT recruiting scenarios as possible.

In some IT staffing offices, there are offices surrounding the “pit” housing salespeople and account managers.  The offices allow them with a bit more privacy, mainly so their IT managers don’t hear all of the background chatter.  When cold calling a client, every second of the conversation counts.  You don’t want to lose credibility if the background noise gives the client the impression you’re in a call center.

In other technical staffing locations, the technical recruiters and IT staffing salespeople sit in the pit together.  Just as it’s critical for technical recruiters to hear their peer’s conversations, it’s equally as critical for the salespeople.  The conversations can be a teaching tool and/or just another opportunity for others to absorb new techniques and styles.

Another benefit of having technical recruiters and IT staffing Boston salespeople sit together on the floor is simply communication.  With any successful placement, the recruiter and salesperson must communicate effectively.  An open pit allows for the two sides with this ability – more verbal instant messaging.

IT Experiences vs. IT Certifications

The question our IT recruiters often get from prospective candidates is whether it’s better to have the technical experience or IT certifications.  While there is no black and white answer, the truth is that it all depends upon the client (and more specifically the IT manager him or herself).

Having said that, from this technical recruiters perspective, and shared by most IT recruiters Boston in the IT staffing industry, experience typically outweighs certifications.  However, it’s difficult to generalize an answer as it depends upon the information technology professional’s level of experience, and just as important, what specific technologies he or she knows.

Certifications don’t amount to much if a candidate has a strong background with a specific technology that is in demand.  Strong Sharepoint or .NET Developers can write their own ticket right now – with our without Microsoft certifications.  Generally speaking, IT certifications do not mean the candidate is an expert with that technology. However, with all things being equal, IT certifications could put you over the top if it’s between you and another candidate with the same background.

Therefore, if you truly want to play it safe, focus on gaining experience with the hottest technologies on the market, then go out and get your certifications.  This will only increase your value as an IT consultant and make you more marketable to IT recruiters and IT recruiting agencies.  

How To Find The IT Recruiting Job That is Right For You

There are so numerous IT recruiting  jobs out there.  The problem for many IT recruiters is that they may not know they’re value or level of experience in comparison to other technical recruiters.  Therefore, here are a few ways to navigate the IT recruitment industry and find the right job for you.

Try taking on new projects within your current IT staffing company. This will allow you to venture into other parts of the recruiting industry without having to switch careers.  During these projects you may meet new people within the company and learn about the kinds of tasks they do in their technical recruiting job.

Read blogs that pertain to the IT recruitment industry.  Many IT recruiting companies have blogs that are saturated with industry information and technical chatter.  Learn about other recruiting professionals and what they are doing for a living.  You can research the companies they work for and the opportunities they have access to.  This will allow you to see what IT recruiters MA are up to and what you can potentially do in the future.

If there is something you think might interest you, try presenting a project to your boss that will allow you to try out them out.  Trying out new roles will help you decide whether it is the right thing for you.

Also contact one of the many IT staffing firms local to you.  Build a relationship with a handful of headunters (based on their credibility, responsiveness and other factors that separate them from the thousands of recruiters out there).  Research local IT recruiting agencies.  Find which specialize in information technology, then read the reviews about each company.  Narrow your search to the best of the best as this is your career you’re putting in their hands.

In the end, the more you try out and explore other roles or companies, the more you’ll be able to identify what it is you want to do within the information technology recruiting industry…..and what company you want to work for.  Activity is king, sitting back and doing nothing will get you nowhere.

Respect In The IT Recruiting Industry

Like in any other industry, respect is extremely important in IT staffing. All prospective candidates should be treated with respect.  In return, all IT recruiters should be treated with the same.   Having said that, respect should be earned and not taken for granted.

First and foremost, you must present yourself as a reputable technical recruiter.  Simple callbacks, resume advice, interview tips and just simple common courtesy should be the approach for all IT recruiters.  These characteristics alone with set you apart from other IT staffing firms and IT recruiters Boston.

Candidates should always look to improve themselves.  Technical recruiters will respect your desire to get better.  Asking for feedback after each interview is a great way to strengthen your IT job search skills.  Take constructive criticism, for as hard as it can be to hear, it will only better your abilities.

These are just a few things that will help build respect in the IT recruitment industry.  Respect will not only prove you to be a valued employee, it will help you gain credibility with your peers.

Checklist of Preparation Tips before an IT job interview

Job seekers put in countless hours applying for IT jobs and contacting IT recruiters.  High activity typically translates into multiple interviews.  The focus then becomes the face to face meeting with the client company.

First, take a close read through our Interview Tips.  Always remember that you never get a second chance to make a first impression.  Therefore, do everything you can to put your best foot forward the minute you walk through that client’s door or the lobby of the IT staffing company representing you.

Do the research.  When you interview for a company, have a background of what they do.  Find their competitors in their industry.  Show the interviewers that you are familiar with their company – this will let him/her know that you at least have some level of initiative…and interest in working for the company.

Think about why you want to apply for this position.  Some hiring managers will even ask why this position interests you.  Even if you are not completely interested in the position, make sure you have a response ready for this question.

Know your strengths and weaknesses.  Cliché question, but it’s one of the interview questions often asked by IT recruiters Boston and client companies alike.  Take your skills and experiences and show the technical recruiters or hiring managers why you are interested in the IT job and why you want to work there.

Most importantly, ask the hiring manager questions.  Questions can range from topics surrounding the IT job description to the company culture.  Having questions prepared will once again show the interviewers that you have a strong interest in the IT job opportunity as well as the company.

So do your homework and prepare before every interview. This will ensure you’re putting your best foot forward and will help separate yourself from other IT job seekers applying for the job.

The Importance of Building Relationships With IT Recruiters

Prospective candidates usually come to an IT staffing agency to help finding an IT job. Some are desperately looking and others already know the drill. Many will apply to the technical job opportunities available on the IT recruiting company’s website while some will just submit their resume directly to their IT recruiters and hope for the best.

While both could help you land a new technical position, take the time to build a relationship with multiple IT recruiters Boston. Pick up the phone and talk with a technical recruiter at various IT staffing agencies. Getting to know them personally will better your chance of landing that perfect IT job. Keep your name at the tip of the IT headhunter’s tongue; stay in contact to make sure your resume sits atop of their pile. Show the IT recruiter that you’re not just a name or are just technical skills on paper; show them that you’re a living person with a family. Build the relationship so they know who you are and you know who they are.

Stay in touch throughout the IT job hunt. Let them know about other companies you have applied to so they do not submit you to the same place. They may also be able to expedite the review of your resume if the IT recruiter has close ties with any of those companies.

Also stay in touch with the technical recruiters after the placement. A common mistake that IT job seekers make is losing touch with IT recruiters Boston after they land a new position. But do not let this happen. You never know when a stronger opportunity will become available or when you’ll find yourself looking or even suddenly out of work. You should look at the IT recruiter/candidate relationship as something long term and beneficial for both sides.

Therefore, build a relationship with IT recruiters. It will benefit you from start to finish. IT jobs are competitive and if you have someone that will stand behind you, technical recruiters can help overcome your competition.

What Salary Should You Ask For As An IT Recruiter

The big question that many prospective IT recruiters are faced with after their final interview with an IT staffing company is what salary should they demand.  Since the key to most IT recruiting companies is their commission plans, the appropriate salaries can vary.  Therefore, technical recruiters must take a number of factors into consideration:

  • Commission Plan:  This is the most critical piece of any compensation plan.   IT recruiters Boston who are confident in their work ethic and ability will want an aggressive commission plan.  This in turn, would translate into a lower salary (as ideal as it would be, you can’t have both).  If you’re an aggressive technical recruiter, then you’ll want an aggressive plan.  If you value work/life/balance, then find an IT recruiting firm who is heavier on the front end (salary).
  • Additional bonuses and/or stock:  Does the IT recruiting agency provide any additional bonuses or incentives?  Annual bonus?  Stock sharing plan?  Additional vacation time?  These are all things that IT recruiters need to know before deciding on a fair and equitable salary.
  • Insurance plan & other company contributions:  In today’s age, health insurance rates are through the roof.  Therefore, take a look at what out-of-pocket expenses you might incur with your plan.  What percentages of your health insurance will the IT staffing firm pay?  Would the money be withheld pre or post-tax?  Is there a 401k match?  A disability or life insurance plan?  All these factors will have an effect your salary requirements.
  • Vacation policy:  Holidays are scarce in the IT recruiting industry as technical staffing firms must be open if there is a chance any of their IT consultants are working.  Therefore, knowing you may only receive 5-6 holidays, dig into your vacation time.  IT recruiters Boston work hard; therefore it’s critical to have some time off to rest and recharge the battery.
  • Volume of requirements:  Outside of compensation, this is the most critical factor to success for technical recruiters.  Simply put, does the IT recruiter have enough qualified job orders to make money?  Dig into req volume; fill ratios and other metrics that will help you gauge the realistic opportunity for you to fill positions.
  • Company growth & opportunity:  Unless your career aspiration is to be a life-long technical recruiter, you’re going to want to know about the potential to move upwards within the IT recruiting firm.  Is there an opportunity to run the IT staffing branch?  A regional role?  Training other IT recruiters Boston?  Dig into the potentials, and then ask for real-life examples of people who have been promoted into these roles.
  • Personal experience:  Of course your own personal experience and past IT recruiting production numbers are a huge component that will help drive your salary requirements.  Your past annual revenue numbers can drive your market value up or down based on productivity.
  • Personal bills & expenses:  Figure out the amount of money you will need to live comfortably.  This should be your bottom line in terms of salary.  Next calculate how much you would ideally like the IT staffing agency to pay you.  Make sure that is not unrealistic and competitive.  You may not be sure what you are worth or what salary the hiring managers are willing to pay.
  • Competitor Comps:  If you can find salaries and hourly rates of the job you are interested in, you can compare them with other IT recruiting companies Boston.  This will allow you to find an average salary range for the IT recruiting position based on the current economic climate.