Tag Archives: IT recruiting agencies

Tips for Using Skype and Facetime in Job Interviews

Skype and Facetime interviews are becoming more and more common in the tech field.  Considering how often Skype and Facetime interviews are used instead of (or in conjunction with) phone screens, it’s amazing that the technology has only existed for about 15 years.  If you have a video chat interview coming up, here are some tips IT staffing firms would suggest.  Even if you’ve used Skype or Facetime to do job interviews before, you may still find some new info below to help you nail your future interviews.

  • Make sure your connection is good, right before your interview. Doing it the night before or even hours before won’t give you the same reassurance.  Skype a friend or your IT recruiters for a few minutes before your scheduled interview to confirm everything is working perfectly.  If you’re at home, consider asking everyone else to get off the Wi-Fi so there are no possible interruptions.  IT staffing agencies have certainly seen employers nix a candidate because of a bad skype connection.
  • Dress like you were going to a face-to-face interview. The tech field is noted for having plenty of workplaces that are very casual, but that doesn’t usually translate to the interview.  Wear a suit (or whatever your technical recruiters suggested), shower, comb your hair, etc before you interview.  It’s also very important to note here that you don’t want to assume that you can wear pajama pants or sweatpants because the camera won’t show them.  IT recruiting agencies have heard plenty of horror stories about this before.  Avoid becoming one of them yourself and dress completely appropriately.  From head to toe.
  • Take anything odd or distracting out of view of the camera. You may not think anything of it, but if you have some weird posters, desk toys, etc, it’s time  to just clear them off and put them away.  They could distract, or possibly offend the interviewer.  There’s no reason to risk ruining your interview when you can just put them back after.
  • Make sure your username is professional. If you need a new Skype account just for job interviews, you might want to consider it.  Having a silly or rude name for Skype is just as bad as having an unprofessional email address.  Make a simple, easy to remember username that is comprised of your name (and possibly your birthday, location, the year, etc if your name is very common).

 

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The web cam may not see your whole outfit, but you should dress well head to toe. Photo credit: Vitamin via Pixabay.

 

Land IT Jobs You Don’t Have the Experience For (Yet)

If you’re seeking a new role in an area of the tech field you don’t have much experience in, there are ways to make you a more appealing candidate to IT recruiters anyway.  Whether you’re looking to land your first Helpdesk role, or you want to move from Desktop support to a Network Engineer role, here are 3 ways to beef up your application materials and impress technical recruiters.

1. Seek out opportunities within your current employer to get hands-on learning experience relevant to the IT jobs you want to work in.  You might be able to do this in your current company in 2 ways.  Firstly, your bosses may allow you to get some hands-on experience in a formal way (like a side project for a different department).  This is probably the most preferable.  If you do well, you can demonstrate that you met the expectations of a manager in this area.   If your company can’t help you out with any formal learning opportunities, you might still be able to informally shadow the people who hold the roles you’d like to hold one day.  While this isn’t something you can put on a resume, it will help you to better direct your own study of relevant skills and technologies.

2. Seek out opportunities outside your current employer to get relevant hands-on learning.  You can volunteer, take freelance jobs, or perhaps create your own project on your own time.  IT recruiting firms have an easier time placing somebody who can point to demonstrable experience, even if the candidate made that experience happen.  Consider offering your services for free or reduced charge to local nonprofits, checking websites with volunteer opportunities, or reaching out to people within your network to seek out hands-on learning opportunities for the skills and technologies you’re interested.  If you’re learning how to code, create your own website, etc.  Having a portfolio of examples of your work will certainly make you more marketable to IT staffing companies.

3. Consider getting a certification if there are any relevant ones.  Employers generally put a lot of trust in certifications, so these can be a great way to help IT recruiting agencies visualize you in the roles you want.  IT recruiting companies always find that that candidates with certifications can get at least a bit of  an edge over those who don’t have them.  Certifications can also be a way to gain more hands-on experience with technologies or skills.  (Some certifications actually require hands-on experience.)

 

IT Job search
Want to move into a new kind of role? Get some hands-on experience in your off-time. Photo credit: StartupStockPhotos via Pixabay.

 

How to Avoid Fake Recruiter Scams

If you’re a job seeker, you’ve probably been contacted by or come across fake recruiter scams before.  Scammers will often find your information on job boards or LinkedIn.  When you’re looking for IT jobs, you don’t have to be vulnerable to these scammers, though.  Here are 3 tips for how to weed out fake IT staffing companies from the scammers.

1. Google them.  Real IT staffing agencies always have a website and usually a social media presence.  They often have online reviews, as well.  It’s also often a red flag if the IT recruiters who contact you are using an email address that seems more like a personal one than business.  (For instance, at AVID, our technical recruiters all have email addresses that end in avidtr.com, rather than gmail.com or Hotmail.com.)

2. Think twice if they ask you to pay for background checks, drug testing, or CORI’s.  Most reputable IT recruiting firms will never ask you to pay for these.  It’s a cost of doing business for the IT recruiting firm. Fake recruiters will often ask you to pay for these tests as a way to steal your money. There usually isn’t a real job or background check—just somebody making money off of your vulnerability as a job seeker.

3. Don’t trust a job offer that comes too easily.  Especially in tech, it’s important to hire people with the right skills and experience.  This means that you’ll rarely land a job without at least doing a phone interview and in-person interview.  If IT recruiting agencies contact you with a job offer and no need to do any interviewing to be hired, that’s a huge red flag.  An employer needs to do more than simply glance at your resume or LinkedIn profile to determine what your technical skills are like.  Real IT jobs require real technical interviews.  If IT staffing companies say you don’t need to do any, they’re probably scamming you.

 

Recruiter scams
Don’t miss the warning signs of a recruiter scam! Photo credit: Geralt via Pixabay.

 

Polish Your Resume to Land Remote IT Jobs in the New Year

If you plan on working with IT recruiting firms next year to search for new IT jobs, you’re probably already polishing your resume.  If you want your technical recruiters to be able to submit you to remote jobs, there are a few things you should add to your resume.

1. Prove that you are self-motivated and have taken initiative before.  IT recruiters see plenty of resumes that list the skills employers want remote workers to have.  However, that’s not what will land the job.  What IT recruiting agencies find really works is to demonstrate you have these important skills.  Were you able to complete elements of a project on your own, with no supervision?  Did you debug code without being asked?  Concrete instances of things you’ve done that make you a great remote employee (or things that show you will be a great remote employee) make it easier for employers to picture you doing the same things as a part of their team.

2. Give links to your best work and relevant web presence.  IT staffing companies find that having a great web presence and excellent work product to show off is especially imperative when you’re applying to remote jobs.  Do you have a digital portfolio?  Do you have a LinkedIn profile?  A website?  Make sure it’s easy for employers and IT staffing agencies to see all of them by adding links into your resume.  Part of landing remote jobs is making it easy for employers and IT recruiting companies to see how you’d be a great fit for their role.  Listing relevant links is one way to do that.

3. If you’ve worked remotely before, articulate how you still adhere to workplace standards and keep in communication with your team or managers.  Again, giving concrete examples of your ability to be a great remote worker will go a long way in helping employers picture you in their open IT jobs.  For instance, if you’re a developer, have you still participated in stand-up meetings via conference call?   Do you use an internal messaging service?  Helping employers and IT staffing firms see that you’ve thought about how to still be an effective member of a team, even when remote, will help you land the jobs you want.

 

IT jobs remote
Want to land remote IT jobs? You have to demonstrate that you have the skills. Photo credit: Life-of-Pix via Pixabay.

 

 

Why You Should Make Job Offers Faster

If you’re working with IT recruiting firms to fill open jobs on your team, you know it’s hard to find great talent.  The tech field has really been a job seeker’s market for a while now.  Recent unemployment rates for IT professionals illustrate this well.  As of last April, the unemployment rate in IT went as low as 2%.  This is less than half the national unemployment rate for all other fields combined (around 4.9%).  One thing IT staffing firms suggest to increase your chance of landing great tech talent is to make your job offers faster.

Why would making a job offer quicker help you hire more and better IT professionals?  There are two main reasons. Firstly, making a quicker job offer, especially one in the first 24-48 hours since an interview, makes a candidate feel really valued.  Especially in this field, IT recruiting agencies find that candidates are expecting quicker responses from potential employers.  To ensure the candidate feels desired, you need to extend job offers faster than in other industries.  The more interest a candidate perceives from an employer, the more likely they are to take your offer.  IT staffing companies see that candidates often respond well to job offers where they feel like the employer is excited about their skills and experience.  Never underestimate the power of making a candidate feel valued.

The second reason IT recruiting firms suggest you make your job offers faster is to make sure you don’t miss out on your second or third choice candidates.  If your first choice candidate declines, making a slower job offer to them means you’ll make an even slower offer to your second or third choice candidates.  As mentioned above, it’s definitely more of a job seeker’s market.  Technical recruiters usually find that their candidates are often high in demand and receive more job offers than candidates do in other fields.  So losing out on your first choice candidate after a slow job offer could also mean losing out on your second and third choice candidates!

 

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Faster job offers will help you land the tech talent you need. Photo credit: tookapic via Pixabay.

 

Tips for Conducting Technical Interviews

Finding great tech talent for the right price is hard.  Even with IT recruiting companies to help you find a candidate pool, it can still be hard to find the best people to fill open IT jobs in your company.  Here are a few tips IT staffing firms suggest using as you conduct technical interviews.

1. Consider ditching any tests or exercises.  IT recruiting firms find that many candidates who are great employees don’t always do well in a timed, pressure-filled exercise or multiple-choice test.  Some candidates will even be less likely to want to continue the process if there’s a coding test or exercise as part of the interview.  With such a limited market, you don’t want to limit your candidate pool further.

2. Aim to have an interesting technical conversation.  The less a technical interview feels like an interview, the more you’ll get a real understanding for what the candidate is like.  One way IT staffing companies suggest doing this is by asking the candidate to talk about a project they loved working on.  Letting them pick the project they discuss will allow the candidate to show you their passion and their strengths in an authentic way.

3. Don’t forget to sell the position to the right candidates.  While your IT recruiting agencies will certainly help you sell the position to the candidates you like, it’s also important they catch your enthusiasm.  They will be sold if you can share what you like about working on your team, your project, etc.  If you have members of your team sit in on the interview, make sure they’re all people who can genuinely convey why it’s great to work at your company or organization.  Nothing sells an IT job better to a candidate than seeing current employees who enjoy the work and culture of a company.

 

technical job interviews
You may limit your candidate pool with a difficult coding test. Photo credit: PIXI1861 via Pixabay.

 

Tips for Exit Interviews

If you’ve been working with your IT recruiters to find a new position, the last step of your transition won’t be giving your notice.  Employers often want to conduct an exit interview before you leave.  These may seem like a time to vent with impunity, but the truth is that you could do some serious damage to your reputation if you handle one badly.  Here are a few tips that IT staffing firms suggest following as you go through exit interviews.

1. Approach an exit interview as seriously as you do a job interview.  Just like you would in a job interview, IT recruiting companies suggest you be professional, keep things positive, and be cooperative.  Especially with all the back-door references that LinkedIn enables, it’s important to perform exit interviews as the kind of IT professional you to be known as.  Check your emotions at the door, even if it’s tempting not to.  You never know if your words will make it back to other’s ears and burn bridges for you. (Some technical recruiters suggest venting to a trusted friend or family member before the exit interview so you get it out of your system.)

2. This isn’t a time to improve the company or give much feedback.  Even if exit interviews are sometimes presented this way, it’s often pretty ineffective to share criticism about an employer.  In fact, IT staffing agencies find that doing this will usually just hurt you.  If you’re leaving to seek out IT jobs that pay more, have a better work culture, let you do more interesting work, etc, now isn’t the time to say it.  The best time to ask for a raise, to give feedback about the workplace, or to ask for more interesting projects, was when you were actually an employee.  It’s often just going to be viewed as a slight if you detail all the reasons why you worked with IT recruiting agencies to get out of your current employer.  And as mentioned above, it’s always a bad idea to slight people.  You might unwittingly be burning an important bridge you need in the future.

3. Leave your future employer out of it.  Your IT staffing companies wouldn’t suggest you spend much time talking about how excited you are to join your new employer.  Even if you don’t mean to, people may assume you’re belittling your soon-to-be employer by comparison.

4. Lastly, try to say a few positive things about your soon-to-be ex employer before you go.  While it’s not helpful to say something that feels fake or forced, you can probably find one or two positive things to genuinely note.  Perhaps you had the opportunity to learn more about a new technology, or got to work on an interesting project.  Taking a moment to mention these things you’re grateful for will make you look professional and gracious.

 

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Take the exit interview as seriously as the job interview. Photo credit: multifacetedgirl via Pixabay.

 

How to Pick a Good Coding Boot Camp

If you’re thinking about a coding boot camp, you’re not alone.  IT staffing companies have seen an explosion in boot camp popularity in the last few years.   IT recruiters certainly find that many candidates seeking new IT jobs (especially their first programming roles) have a boot camp on their resumes.  The questions is, are they worth it?  The tuition for many of these boot camps is often in the thousands, so it’s imperative you make back that money with some great IT jobs.  Here’s how to make sure you pick the best boot camp for you.

1. Do research on the job market in the area you live in. What are the most in-demand programming languages?  Just as importantly, what are the most in-demand programming languages for the kinds of roles you want?  IT staffing firms would advise you to make sure you understand not only what skills are marketable, but what skills are marketable and will land you a job you will at least moderately enjoy.  You don’t want to realize that you hate the kinds of roles you paid thousands of dollars to be able to land.  IT recruiters find that people who hate their jobs rarely succeed at them, or at least succeed at them long-term.

2. Seek out recommendations. Ask people in your network if they have gone to, or know of, boot camps that are effective.  Check online at sites like Course Report.  You might also reach out to your IT staffing agencies to see if they can recommend any great local boot camps for the kinds of roles and skills you’d like in the future.

3. Once you find some programs that look good, IT recruiting agencies suggest that you step back and look them over one last time. Ask questions about them, including these:

  • What is the rate at which grads land their ideal roles?
  • What is the rate at which students graduate?
  • Do these boot camps offer connections to internships, projects or potential employers?
  • Can you handle the final cost of this boot camp, or will it be too expensive of a risk?

4. Based on all these steps, make a choice.  IT recruiting companies would urge you to consider the fact that sometimes, your best choice may be to skip the coding boot camp (at least for now).  Sometimes there truly aren’t any coding boot camps that would be a good investment in your career.  Though boot camps are being hailed as the new gold rush, there are many that won’t help you land the IT jobs you want. The wise IT professional sees this– and saves their time and money.

 

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Coding boot camps  are always intense, but they aren’t always worth the money. Photo credit: skeeze via Pixabay.

 

3 Reasons Cyber Security Jobs Will Increase

IT recruiters are seeing an increased demand for IT jobs in cyber security.  While this area has been hot for IT staffing firms for at least the last few years, it will likely grow at an even faster pace in the near future for 3 reasons.

Firstly, IT recruiting companies will see more job openings in cyber security because there will likely be more attacks.  The recent Dyn attacks are a good indicator of an increase in the kinds of all-out attacks that will become more frequent– and vicious.  Cyber attacks will also increase because they’re a new frontier for terrorists.  Cyber attacks that affect community sources of electricity, water, power, etc are likely to become a new method for terrorists.

The second reason IT staffing agencies will see more job openings in cyber security is because there will be more regulations and laws created for protection against cyber attacks.  Recent events have shown cyber security to be a top concern—one that people will be forced to deal with for their own good.  Businesses, governments, and other organizations that have pushed cyber security to the bottom of their to-do lists will be required by insurance carriers and laws to start paying more attention.  This means IT recruiting firms will be searching for more tech professionals with the skills to help employers meet these laws and regulations.

The last reason that IT staffing companies will see an uptick in cyber security jobs in the near future is because it makes good business sense.  Some businesses won’t need laws or regulations to take these threats seriously—it’s already affecting their business.  These employers will look to IT recruiting agencies to help them make an investment in an important, somewhat new, business practice: protecting their data.

 

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Companies that haven’t taken cyber security seriously will soon be forced to by laws and regulations. Photo credit: TheDigitalWay via Pixabay.

 

Graduating in May or June? Recruiters Can Help You Now

If you’ll be graduating from college this spring, you could benefit from calling IT staffing agencies this month.  While it may seem too early, there are a few things that good IT recruiting firms can do for you so you’re even more prepared to land great IT jobs when you graduate.

Help with your resume. If you’re graduating from college or grad school, you may be creating your resume for the very first time.  While your career center can advise you on basic resume templates, IT staffing firms can tell you exactly what the employers in your field are looking for.  Because they have close contact with employers, technical recruiters can help you build exactly the resume they want to see— the first time you create your resume.

Guidance building a portfolio, LinkedIn profile, website for job searching, etc. Since you have about 6 months before graduation, you’ll have plenty of time to start creating things like a digital portfolio, a website, or any other materials to show off your technical skills.  As mentioned before, IT recruiters have plenty of contact with employers, so they can help you create materials that will make you all the more employable.

Guidance on what to study.  With 6 months to graduation, you may have enough time to focus your studies on particular technologies, programming languages, certifications, etc.  Even if your classes have already been decided on, you might want to consider learning these things in your spare time or refreshing your familiarity with them.  Whatever the case may be, IT recruiting agencies know what technologies are in demand with employers.  They can help you prepare to meet these demands so you’re a hot commodity on the job market when you graduate.

 

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You may still have 6 months of college or grad school left, but you can be prepping for your job search now. Photo credit: Pexels via Pixabay.