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Tag Archives: IT Recruiters Boston

IT Recruiting Around the Holidays

IT recruiting companies slow down around the holidays as a direct result of their clients closing down or running with a reducted staff.  However, while there are fewer IT job placements, the holidays are a great time for IT recruiters to identify prospective candidates simply because most people are off work and home.  Therefore, the very best technical recruiters will actually step it up and focus on connecting with information technology professionals that might not otherwise have the chance to speak with various IT staffing companies.

The holidays are also a great time for IT staffing salespeople.  Ultimately, their clients and IT managers are typically in more festive moods, which translates into a willingness to meet with various representatives of IT recruiting firms.

Finally, the holidays also give IT recruiters Boston and IT staffing companies MA a chance to say thank you to the IT contractors and client companies that supported them over the past year.  While some clients cannot accept gifts, all IT managers can accept a simple thank you and a hand-shake.

Therefore, for all IT recruiters San Diego in the IT staffing industry, be sure to capitalize on the holiday season, thank you clients and put in some extra work to find prospective candidates.

Are Suits Becoming a Way of the Past?

The reality is that business attire is becoming more and more casual.  IT recruiting companies that once mandated suits are now requiring just dress pants and a collared shirt.  However, is that setting IT recruiters up for success?  Opinions vary, there are two schools of thought:

Pro’s:
1)  Play it safe:  IT recruiters Boston are continually meeting with IT managers to solicit working on their IT jobs.  While most hiring managers are in casual dress, IT staffing companies understand that they are there to ask for their business.  Therefore, why take any chance of underdressing for a meeting?  If technical recruiters find themselves in a very casual environment, they can always take off their tie.  However, if IT recruiters CA find themselves underdressed for a meeting, they can’t suddenly put on a tie in front of the manager (or if the IT recruiter happens to have one with him, he should have worn it in the first place).

2)  Dress for success:  IT recruiters San Diego are always meeting with clients and prospective information technology candidates.  They’re always looking to make a great first impression to both as it could lead to future business or placements.  Therefore,  many  IT staffing firms prefer to put their best foot forward with business attire.

3)  Feel the part, be the part:  Simply put, if you dress the part, and feel the part, technical recruiters Boston will be the part.

Con’s:

1)  Unnecessary:  As mentioned, many clients are business casual these days.  In most sales scenarios, people like to mirror their clients so dressing in a full suit might be too extreme.

2)  Uncomfortable:  I don’t know any IT staffing salespeople that enjoy a tie bound closely to their throat and neck.  It can be uncomfortable…and hot in any warm client or summer months.

3)  Expensive:  Suits are expensive.  With many IT recruiters being recent college graduates, multiple suits are likely outside of their financial means.

Depending upon the environment or culture of various IT recruiting firms, the pro’s of business professinal attire seem to outweight the con’s.  However, for many IT staffing agencies, suits are becoming a way of the past.

Technical Recruiters Typically Aren’t All That Technical

Most IT recruiting companies have a team of technical recruiters that really aren’t technical at all.  Most IT recruiters are college graduates who have been trained how to recruit information technology professionals and ultimately talk their technical language.  Therefore, the question that arises is whether IT recruiters Boston can qualify technical candidates for their clients.  The answer  is yes, but it needs further explanation.

Technical recruiters Boston that aren’t technical will never be able to full qualify a candidate from an abilities perspective.   However, there is more to the IT staffing than just “teching” out a candidate.  Furthermore, given every client has a different technical environment, much of the technical screening should come from their IT managers and people conducting the interviews.  Instead, it’s the job of IT recruiters CA to screen out the non-technical questions and the variables that arise in most IT job searches to ensure their clients time is not wasted if they take the time to interview the candidates.   Examples of a screening out candidates would include whether they’re interviewing elsewhere and what stage are they at with each IT job interview.  Additionally, technical recruiters can also dig into the commute and even dress code and typical hours.  IT recruiting firms Boston would also want to know the candidate’s motivation to make a move if they’re currently employed and whether they’re committed to an interview if their resume is submitted to the client.  All of these questions are critical for IT staffing companies as they don’t want to ever dangle a carrot in front of their clients only to pull it back.

Additionally, IT recruiters San Diego can still technically screen candidates by phrasing their questions properly.  Asking open-ended questions about a person’s background can uncover a number of technical deficiencies.  By making a candidate explain their technical skills, IT recruiters MA can discern whether the candidate is being honest and confident about their abilities.

“Typical” Hours in the IT Recruiting Industry

If you have worked for any number of IT staffing agencies you’ll know that IT recruiting is not a 9-5pm industry.  It’s anything but that.  When IT recruiters leave at the end of the day, typically he or she leaves their IT staffing office with numerous open IT jobs still on the board.  Ultimately, their work is never done.  Having said that, while typical hours are atypical in the technical recruiting industry, most IT recruiting companies open their doors between 8-9am with their IT recruiters Boston leaving between 6-7pm.

Having said that, the most successful IT recruiters CA will beat other technical recruiters to the punch by getting in early and staying late or working from home.  This is why there really aren’t any typical hours in the IT staffing industry.  IT recruiters San Diego and IT recruiters LA are constantly outdueling one another to find the best IT consultants and information technology professionals on the market.

The best IT recruiting firms acknowledge the hard work of their technical recruiters CA and set up goals or days in which their technical recruiters Boston can leave early to help balance the late nights and long hours.

If you’re looking at becoming an IT recruiter or entering the technical staffing industry then make sure you’re prepared to put in the time.  If you’re able to work long hours, the fruits of your labor will pay off.

The Top Rated ATS Systems for IT Recruiting Companies

Applicant tracking systems, or ATS, are critical to the success of IT recruiters and IT staffing companies.  Given the sheer abundance of IT recruiting firms, more and more companies are developing ATS systems and even their own CRM that eventually get packaged and sold out of the box to IT staffing firms.  There are numerous ATS systems out there, IT recruiting companies need to test drive each and identify the one that meets their needs.

In order for IT recruiting companies Boston to set up their IT recruiters Boston for success,  here are some of the key components that IT staffing agencies should consider:

1)  Resume search:  Your data is only valuable if your IT recruiters San Diego can find the resumes.  One of the most important parts of an ATS, make sure the candidate search is strong.

2)  Relational database:  In today’s technical world, most ATS’ should have the ability to tie all emails and activity to both the client contact and the candidate’s.  By doing so, it cuts down the time it takes IT recruiters Los Angeles to search for information – thus saving time and money.

3) Mass mail capabilities:  Send an email message to thousands of contacts with just one click of the button.  This feature should be standard with Applicant Tracking Systems.  Make sure the one you choose has this capability if your technical recruiters like the idea of mass mailing information technology candidates or IT managers.

4)  Crawlers:  This is a key bonus to any ATS as it help build your resume database virtually around the clock.  The only drawback for technical recruiting firms is the fact that most job boards will give you a max amount of resume views so you could burn these allotment up very quickly.

5)  Support:  No ATS is perfect and most IT recruiting companies MA want to customize their system based on the needs of their technical recruiters Boston.  Therefore, make sure your ATS has unlimited support.

Tailor Your Resume For Each IT Job!

Imagine IT recruiters, HR or IT managers sorting through dozens and dozens of resumes for each IT job.  If you put yourself in their shoes, you’d be more aware of the importance of a nice clean resume….and one that bleeds the position you’re hiring for.  Prospective candidates who send one standard template resume for all IT jobs and to all IT recruiting companies are not setting themselves up for success.  Remember, not all IT recruiters Boston or HR professionals are technical.  Therefore, make sure you tailor your resume towards that technical job you’re applying to.  For example, if you’re a developer with Microsoft .NET experience, and you’re applying to a .NET developer role, change your title from “Software Engineer” to “.NET Developer.”  Once again, your resume should bleed the IT job (without fabrication of course).

IT recruiting firms generally recommend using bullets with a short, precise description of your IT job duties.  These bullets should also mirror the technical position.  Add as many of the technologies that the IT recruiting company or client requires.  Also utilizes a “Skills & Technologies” section in your resume to make sure all of your technical experience is included (and thus ensures your resume pops up in any IT job search that IT recruiters San Diego or technical recruiters Los Angeles put into their search on Monster, Dice or Careerbuilder).

IT recruiters CA look through hundreds of resumes each day for their various technical jobs.  Remember, the ones that stand out are the resumes that are clean, clear and hit as many of their key words as possible that were entered into their search.

Holidays Aren’t Always Cheery For IT Recruiting Firms

While IT recruiters enjoy some time off around the holidays just as much as anyone else, IT staffing companies are a little less cheery than most other industries given the loss of revenue.  Technical recruiters who work for contract IT recruiting agencies, make their money based on how many hours their IT consultants work.   If their IT contractors don’t work, IT recruiters Boston and their respective IT recruiting companies MA don’t get paid.  Therefore, santa isn’t typically dropping off gifts to IT staffing agencies around the holidays.  Instead IT recruiting firms see a drop in revenue and their IT recruiters LA a reduced paycheck for these weeks.

On the flip side, while IT recruiting companies Boston dread looking at their revenue report around the holidays, they love IT consultants who work overtime hours.  Again, IT recruiting firms CA make money off every hour their IT consultants work.  Therefore, OT can be the best friend to IT recruiters San Diego.

Therefore, in an ideal world, IT consultants will make up any missed hours for time off around the holidays to ensure they still put in a forty hour week for both their paycheck and their IT recruiter who ultimately found them the IT job.

Monster: Still the Premiere Resume & IT Job Board

IT staffing companies across the country rely heavily upon technical job boards such as Monster, Dice, CareerBuilder and Linkedin.  IT recruiters Boston have their favorites, their go-to sites, to find information technology professionals.  After discussions with many IT recruiting agencies and their technical recruiters, there is one site that still remains the premier IT job board:  Monster.

Monster still dominates the resume database and IT job posting industry and is far and away the leading resource for IT recruiting companies.  While Dice has carved out a strong IT niche, CareerBuilder is a distant competitor.  Ultimately, from the perspective of technical recruiters, if the candidate has their technical resume posted on CareerBuilder, he or she also has it posted on Monster.  Therefore, for IT staffing firms, why pay the cost for both Monster and CareerBuilder?

One site that is gaining momentum and closing the competitive gap is Linkedin.  While Linkedin is not a traditional resume database, it ultimately is becomming a stronger and stronger search tool for IT recruiters Los Angeles.

Ultimately, from fiscally strong IT staffing agencies to single person IT recruiting firms, the best spend of our IT recruiting job board budget is Monster.  If you have the budget, invest in a Linkedin upgrade for your IT recruiters.

Resumes: Consistency is Key

One of the most important aspects to writing a strong resume is consistency.  IT recruiters working for various IT staffing companies will tell you that a clean, consistent and condenced resume can make the difference between getting that all-important first interview or not be selected at all.  We asked a number of technical recruiters for more specific feedback:

1)  Font:  This is the most obvious key to a sharp resume and the easiest to make consistent.  Highlight the entire IT job resume and choose a font.  Make sure it’s consistent throughout.  There is nothing more frustrating to IT recruiters San Diego than to see inconsistent font.  It’s a clear sign of laziness or lack of attention to detail.

2)  Spacing:  If you skip one space between Objective or Education or Work Experience, be consistent throughout. Single space the resume – there is no need to make a long resume even longer.  IT recruiting firms look for consistent spacing before sending the resume to their clients.

3)  Company info/title:  Whether you bold the company name or that of the various IT recruiting companies that you worked for, then underline your IT job titles (or vice versa), just be consistent.  Do not bold the IT recruiting firm under one past employer, then not the next.

4)  Dates:  If you use months and years (recommended by most IT staffing firms) to accurately show the dates of your employment, be consistent throughout your resume.  Don’t use the month and year under one past employment, then not the next.  Additionally, just using years is frowned upon by most IT recruiters CA as it appears as though the IT job candidate is trying to hide a gap in employment.

5)  Margins:  Lastly, check the margins in your resume and make sure they all line up.  There’s no need for significant spacing on top or the bottom of the resume.  Keep both to a half inch to an inch.

For more questions about resume writing, contact one of our IT recruiters Boston or one of the many IT staffing agencies Boston.

IT Recruiters Who Want to Sell

Some of the best salespeople in the IT staffing industry started as IT recruiters Boston.  Having the experience of working on various requirements, from applications development positions like .NET, Java and PHP to infrastructure support roles like Help Desk, Desktop Support and System Administration.   This experience will give the IT staffing salesperson an understanding of what these IT consultants are looking to make; thus they can calculate accurate proposed bill rates to the clients.

Additionally, IT recruiters CA work on a myriad of information technology positions, thus widening their technical knowledge.

However, one of the most important reasons why IT recruiting companies should put everyone into the technical recruiting seat before they transition them into sales, is simply because they’ll have a better understanding as to what information IT recruiters San Diego need to work on each position.  Technical recruiters must have a thorough job description,  a start date, bill rate to work from or potential permanent salary.  They also need to have a better understanding about the client’s culture, from dress code to business hours, as these are all of the questions their IT job candidates will likely ask them.  Typically IT staffing salespeople who spent time as IT recruiters LA will ask these questions – questions that they would want to know if they were one of the IT recruiters MA.

IT recruiting firms should consider having everyone recruit before they sell IT jobs CA.