Tag Archives: IT recruiters CA

“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.

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.

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.

IT Recruiters Weather The Storm – Literally

While the northeast has been pounded with wind, rain and now even snow, many businesses and industries have come to a virtual stand-still over past two weeks.  Some IT recruiting companies have even been shut down.  Luckily for IT recruiters, it isn’t critical their IT staffing office be open.  Technical recruiters just need to find a place with power, internet and a phone (with the latter being the least important).  In today’s information technology age, with most VMS, ATS and job boards being web-based, IT recruiters CA can virtual do the exact same job from any computer.

When Hurrican Sandy pounded the northeast, many IT recruiters Boston and technical recruiters NY amandoned their powerless homes to friends or family upstate or inland who had power.  While the health and safety is of foremost concern after a natural disaster, returning to normalcy (and even work) is important once clean up begins.  For people who working in the technical recruiting industry, this will not take long.  It’s their clients, many of which who may have structural damage, that they need to worry about.

A Critical Position Inside IT Recruiting Companies

One might be surprised that one of the most important positions within IT recruiting firms and IT consulting companies is not IT staffing salespeople or even technical recruiters.  This position isn’t even a revenue generating role, it typically doesn’t have management or executive powers either.  The position is a Customer Support Representative or payroll admininistrator.  Simply put, it’s the person who speaks with the IT consultants on a weekly basis and enters their hours/compensation into payroll.

IT contractors are the lifeline of IT recruiting companies.  Therefore, any role that virtually has direct interaction with the IT consultants on a daily basis is of critical importance.   His or her customer service skills, attention to detail and organization must be exceptional, otherwise IT recruiting agencies run the risk of losing their technical consultants.

Therefore, if you’re an IT recruiter Boston or technical recruiter CA, go out of your way to thank your CSR as he or she may be the glue that keeps IT staffing agencies together.

Don’t Celebrate Victories Too Early in IT Recruiting

IT recruiters know all too well not to celebrate a new hire until the IT contractors walk through the client’s door and officially start their first day of work.  Technical recruitersknow not to celebrate because if you’ve work in the IT recruiting industry long enough, you have learned the hard way.  Ultimately, no matter how many questions IT recruiters Boston ask to qualify a candidate and confirm their commitment, there is never a guarantee when it comes to people.  The unfortunate reality is that IT recruiters CA are selling the most unreliable product on the market:  people.

While this might paint a bleak picture of our society, luckily for IT recruiting firms, for every one candidate who gives technical recruiters Bostontheir commitment, then backs out or does not show up to work on his/her first day, there are 10+ people who stand behind their word, work hard and reinforce the faith that there are good people out there.

Therefore, if you’re considering a career in IT staffing, be sure to prepare yourself for some ups and downs.  Most important, when an information technology candidate backs out and leaves you high and dry, roll with the punches and remember that a success story is only a call away so get back up on the horse and persevere.

IT Recruiting Firms Weathering the Economic Storm

For those IT recruiting companies that made it through the recent economic recession, the key to success can likely be attributed to their IT staffing salespeople as opposed to their IT recruiters.  While the IT recruiters CA likely played a key role in sustaining revenue, in a severe downturn like we experienced, the salespeople played a critical role.  Ultimately, a recession = fewer IT jobs.  With a vast number of IT staffing companies vying for fewer technical jobs, ultimately it came down to what IT staffing salesperson worked harder to get their hands on the IT job openings.  With a vast number of information technology professionals on the market, finding the candidates was not as difficult.

While IT recruiting firms could not sustain revenue without IT recruiters filling the IT job requirements, ultimately their success came down to their account managers.

Coming from a technical recruiting company who has weathered two recessions, the key to success in any downturn is IT staffing salespeople.  Even further, the key to each individual salesperson’s success is activity.  The more calls they make, the better their odds of finding that next job for their IT recruiters Boston to work on.

It’s All About Activity in the IT Staffing Industry

In the IT recruiting industry, success typically comes down to hard work.  The more time IT recruiters spend searching for resumes, equates to the more candidates they ultimately speak with, which leads to more submittals to their IT jobs, then ultimately the more client interviews and confirmed hires for their IT staffing company.  Therefore, while it’s a pretty black and white numbers game, ultimately success comes down to hard work.

Take two poplulations of IT recruiters Boston.  One group makes half the calls and subsequently sends out half the emails as the second technical recruiters Boston.  While the first group of technical recruiters CA may find some success, ultimately the first group will exceed productivity.  Over the course of time, the IT recruiters CA with higher activity will produce more than those IT recruiting firms who make less calls.

While there are a number of variables associated with successful recruiters working for various IT recruiting companies.   Communication, articulation, organization, follow up and drive/determination are among a few attributes that encompass successful IT recruiters MA.  However, the most important trait is hard work – which ultimately translates to high activity.

Therefore, if you want to be successful in the IT staffing industry, pick up the phone, make the calls and spend as much time as possible searching IT job boards and resume databases for the best candidates possible.

There Are No Guarantees in IT Recruiting

The very best IT recruiters thoroughly qualify each candidate before submitting information technology professionals to their clients.  Technical recruiters have to dig to uncover the truths – all in an attempt to make sure the candidate is truly interested in committed to moving forward with their respective IT jobs.  IT recruiting firms teach many “lock down” questions to ensure their IT recruiters Boston do not dangle a carrot in front of their clients only to pull it back when there is interest.

The qualifying questions all have a reason behind them.  For example, IT recruiters CA may want to know what other technical jobs the candidate is interviewing for and where they’re at with each opportunity.  The reason for this question is simply to determine whether the candidate is days or hours away from accepting another opportunity – subsequently making the submittal to their client just a teaser.

Another qualifying question that IT recruiting companies CA teach their IT staffing employees is whether there is anything else holding the candidate back from accepting a client’s offer if the compensation met their needs.  It’s typically pretty shocking what can be uncovered by asking such an open ended question.

However, sadly, regardless of how well IT staffing companies train ttheir technical recruiters CA, there are no guarantees that the IT recruiting agencies can deliver the candidates to the client on the first day of work.  Unfortunately, no matter how many questions were asked, how many references checked, how many conversations or meetings with the candidates (and clients) take place, there are no guarantees when it comes to the high-tech professional actually starting their respective IT job.

Therefore, if you’re a client and frustrated with IT staffing agencies when their candidates back out of a confirmed hire, make sure to dig yourself.  Find out what questions were asked, what conversations had, the last time the IT staffing firm spoke with the candidate and if they ever met the candidate in person.  Do this because at the end of the day, unfortunately IT staffing companies cannot guarantee people.