Tag Archives: IT recruiting

IT Recruiters Learn to Recover from Mistakes

If you are human, chances are you have made a mistake.  Some oversights can be easily mended and forgotten, but what about ones that have lingering effects?  How do technical recruiters handle an error that not only affects their work, but also others within IT staffing firms?  Here are some tips for IT headhunters who wish to remain responsible and confident while recovering from a serious mistake.

Take Control

When you notice a mistake at an IT recruiting firm, do not wait for others to confront you nor play the blame game.  Rather than looking for someone to attribute the guilt and shame, stick to the facts and confront those who will be affected by your actions using “I” statements.  Think of reasons why the mistake occurred and how it could have been prevented to piece together a solution.  Notify others at the IT staffing firm with an outline of the issues along with a plan.  They may be able to help you find a resolution.

Fix the Problem                                                                                                                      

The sooner you approach the problem, the faster it will be resolved, so do not procrastinate.  Consider all outcomes as you devise a plan.  After you have developed a strategy for the solution, implement it.  Do not be afraid to ask fellow IT recruiting reps for help along the way, too. Fixing the problem is a learning experience because you will know what not to do in the future.  The mistake has already occurred, so the worst should be over.

Reevaluate

When all is settled, reevaluate the situation.  You should learn from your experience, whether it be what to do or not to do and how to prevent a mistake such as this in the IT staffing industry and technical recruiting firms.  Try not to beat yourself up too much about it either.  Everyone is human and has mistakes from time to time, but what matters most is how you overcome the challenge.

IT Recruiting: Don’t Shoot the Messenger

Most IT contractors are aware of the hardships when applying and interviewing for IT jobs. Luckily, the process is eased when working with a technical recruiter as the recruiter provides tips for your resume and interview.  During the interview, the spotlight is on the candidate.  This is your time to shine and win over the hiring managers.  What happens when you follow the advice of your IT recruiter and you are rejected?  Do you blame the IT staffing firm?

The Offender

It is a difficult experience for a recruiter to tell an applicant they did not make the final cut, especially when they are subject to the candidate’s blame and guilt. Technical recruiters root for their candidates throughout their interview process.  They are not the ultimate decision makers when it comes to hiring an applicant and cannot reconsider the decision of a hiring manager.

The Victim

A candidate feels a loss of pride when they are rejected for an IT job.  They may feel misled or a loss of hope upon first hearing the message.  Rather than taking it out on the recruiter, ask for feedback.  The IT staffing rep can provide honest opinions from the hiring managers on why the candidate may not be the best fit for the position.  Do not be afraid to ask the recruiter to be kept in mind for other positions!

The Aftermath

No one enjoys receiving or delivering bad news, especially regarding a missed opportunity.  As IT recruiters, explain why his skills were not applicable or if there simply was a better applicant while lending the disheartened candidate an ear as he vents.   Suggest other openings you may have in mind and follow up with other positions as they arise.

As a candidate, you are allowed to express your feelings, but do not burn a bridge in the process.  This failed interview could open the door to new positions and potential opportunities.  If you made mistakes, use this experience as part of the learning process.  Finally, remember that it is better to hear unfortunate news early such as being unqualified now than later down the interview process or during the position.

IT Recruiting: What Does Your Handwriting Say About You?

Technical recruiters typically take notes during phone conversations with prospective candidates and hiring managers.  The writing may be scribbles with some mark ups such as doodles on the margin or perfectly neat and aligned.  Ever wonder what the penmanship of IT recruiters says about their personality or mood?  Continue reading for some insight on everyday calligraphy.

Slant

Take note of the degree in slant for handwriting.  If it is leaning to the right, the IT recruiter may be more of a social butterfly and enjoy working with others.  When writing slants more to the left, the technical recruiter typically prefers working alone, focuses on attention to detail, and does not appreciate others trying to trump him with authority.  When recruiters of IT staffing companies have penmanship that seems to have no slant, they may be more rational decision makers and tend to let their emotions guide them.

Size

When handwriting is large it means technical recruiting companies have confidence coupled with outgoing personalities… think John Hancock, they want to be noticed!  If penmanship is small, recruiters prefer to be focused or working in the background and may also be shy and thoughtful.  Those with average sized handwriting are considered easy going and well adjusted to different situations within the IT staffing industry.

Loops

Scrutinize loops if the handwriting is in cursive.  If loops tend to be closed, consider one’s mood.  Are they feeling agitated or easily annoyed?  Closed loops signify that one is unconvinced and discouraged while wider loops indicate an adventurous personality and expression of oneself.

Other Things to Think About…

Is the penmanship half cursive half print?  Some believe these may be the most intelligent workers of IT recruiting firms because the brain is working faster than the hand in these instances.  If words are rounder, this person may be a people pleaser and avoid confrontation.  Pointier letters indicate one is focused on his own wants and needs at the technical recruiting firm.  People who doodle in the margins tend to be the creative thinkers while those with neat notes have more organized thoughts.

All of these indications are up for debate, but fun to think about.  Next time you are on the phone with a client or taking notes at a presentation, take note of your handwriting.  It may be telling you more than you think!

Technical Recruiters Warn: The Flu Season Approaches

As the temperature drops, fevers rise.  From October through the month of May, flu season raises its ugly head to spite IT recruiting offices throughout the Northeast.  When IT recruiters find they are the victim of the plague, should they be the office heroes or stay curled up in bed?  Here are some reasons why it is better to stay quarantined at home than in the office when a technical recruiter becomes ill.

Causes of Illness

Germs and viruses are incubated in colder weather as more people opt to stay indoors longer.  The air becomes stale and recycled.  Another reason illnesses are on the rise is because children are back in school.  Children are more weary of bacteria and easily spread their germs, bringing it home to their families as well.  Soon the whole household will be sick and will share it with fellow IT headhunters, wiping the IT staffing company.

Reasons People Come to Work Sick

Whether they are afraid of being reprimanded for their absence or hurting their chances of being promoted, some employees try to make it to technical recruiting companies under any condition.  With jobs being cut across the country as the recession continues, there are less replacements to cover workloads and cross train on projects.  Employees may avoid taking a sick day because they would prefer to use their PTO for vacation time, but which is more important: overall health or a day’s work of pay?

Reduced Productivity

An IT recruiter will not be the office hero if he is working at fifty percent of his healthy productivity level.  Soon he will be bringing other’s efficiency levels down with him whether from contagiousness or pure distraction.  If a recruiter must work while sick, he should offer to sift through resumes at home if possible and be available via phone or email.

Hiring managers would rather have happy and health employees than ones who miserably strain themselves while taking a toll not only on their physical health, but also their mental health.  If you are not feeling one hundred percent well or begin to feel sick, notify your supervisor in a timely manner and request a sick day.  IT staffing companies will thank you in advance!

IT Recruiting is not Day Care

Hey technical recruiters!  Do you trust your IT contractors?  Are you confident your candidates can make the right decisions on their own?  Some IT recruiters feel it is necessary to walk their clients through the IT staffing process, which is completely acceptable.  What is not acceptable is talking down to your contractors, holding their hand, and giving into outlandish demands throughout their contract duration.

The Customer is Always Right

IT recruiting companies want to keep their clients more than satisfied with their services.  How much can technical recruiting firms give before they begin to break?  By repeatedly meeting contractors’ unrealistic demands and expectations, IT staffing companies will find it difficult to say no in the long run.  Clients may begin to take advantage of a company’s generosity, so an IT recruiter should put his foot down early to prevent things from getting out of hand.

Flip Side: The technical recruiter is not always right.  Be open to suggestions and encourage feedback from your contractors.  Their criticism and praise can help your performance and work ethic!

Making Decisions

Contractors are typically experienced adults and seldom does a recruiter come across a client who cannot make choices on his own.  Only the candidate knows what is best in terms of his wants and needs and never should a recruiter make a decision for him.  Rather than taking the reins, IT staffing firms can help candidates make decisions in terms of which IT jobs would be the best fit for their experience and lifestyle.

Flip Side: If a candidate cannot make up his mind or seems indifferent about an offer, remind him the benefits of taking the position, but reiterate that other candidates would be happy to be in his place. 

Tone

Sometimes it is not what you say to a candidate, but how you say it.  Contractors may be more sensitive while others have a tougher skin and can handle a strong personality or attitude.  The most important aspect of recruiting is staying positive throughout the experience.  Get to know your clients so you know how to conduct business effectively.

Flip Side: Babying your client helps no one.  Coach your contractor with proper instruction and feedback to help his progress.  If he reacts poorly to your advice, it may be time to sever ties and stop representing him.

 

Should Pets Be Allowed at IT Recruiting Companies?

When an IT recruiter leaves home to go to work, do they feel guilty about leaving their pet at home?  Do they think about what their buddy is doing or what trouble it is causing throughout the day?  Some technical recruiters wish they could have their furry companion by their side and, according to APPMA and St. Petersburg Times, nearly twenty percent of companies allow dogs and cats in the office as business become more lenient on animal policies. Before IT recruiting firms follow suit, here are some thoughts to consider.

The Pros

Bringing pets to work has been linked to improving workers’ moods and performance.  Employees are less likely to be absent and productivity levels increase with more satisfying working conditions.  Pets in IT recruiting offices allow bonding between co-workers who share a love for animals and bring out different personalities of a technical recruiter from the everyday office life.

The Cons

Unfortunately, not everyone is an animal lover.  Those who choose to bring their pet to work must be mindful of other IT recruiters.  Some employees might find animals in the office to be unsanitary or distracting while others might feel uncomfortable.  Managers must be weary of potential damage and accidents that could occur while pets are exposed to the office as they pose a liability.  Also, bringing a pet to work might create a domino effect and cross the line, for example an employee brings his dog , the next a cat, and the next a bird.  Most importantly, what would hiring managers or prospective candidates think if they came to an IT staffing office and there were animals running around?

Tips

When you choose to bring your dog or cat to work, always check with co-workers beforehand and let others know the office will have a guest.  Make sure your pet is completely housebroken, trained, and healthy, especially if it will be around other animals.  If you find your work is being distracted by your friend, you might want to consider leaving him at home next time.  Flipside if you are being distracted by a co-workers dog or have allergies, speak up before the problem escalates.

IT Recruiting: Lunch Etiquette

Technical recruiting companies frequently engage in lunch meetings with their candidates to discuss business and life in general.  These gatherings can range from low key to a strict agenda depending on the client.  If IT recruiters are uncertain of how to behave during a meeting, here are some tips to stay in line during a standard corporate lunch.

Before

Technical recruiters should look up the menu in advance so they do not waste time deciding on lunch.  Choose two different meals, one light and the other a full meal while avoiding messy and finger foods.  Plan to arrive fifteen minutes early and dress professionally.  IT headhunters may be over dressed for the restaurant or relative to their client, but it is better than standing out in a negative way.  Prepare an itinerary for the meeting and leave phones off or in the car.

At the Meeting

IT recruiting firms should greet their client with a firm handshake and wait to be seated.  Place napkins on the lap and do not put cell phones on the table even if they are on silent.  The contractor should place his order first, and then the IT staffing rep can choose his meal depending on what the contractor orders.  This way the contractor will not be waiting for the recruiter to finish his steak if the candidate only ordered a salad.  Also, try to avoid going to the meeting hungry because technical recruiting firms may become too distracted with food to discuss the importance of the meeting.  Before diving into business, make small talk to set a comfortable mood and then transition the subject after placing the order.

The Food

Anything that can stain or get stuck in the teeth of an IT recruiter should be saved for a night out with the pals.  Also, food that is messy and difficult to eat is distracting and can upset the client while alcohol is typically avoided.  When the technical recruiter is finished eating, rest the utensils on the plate with the napkin on the table.  It might be tempting to take a doggy bag with you, but fight the urge.

Be polite to all wait staff and maintain focus through the meeting.  If the recruiter extended the invite, cover the bill and be discreet in regards to tipping.  Remember to thank clients for their time!

 

IT Recruiting Tips: When You are Caught in a Lie

Technical recruiters search the web for candidates from sites such as Monster, CareerBuilder, and LinkedIn.  When the resume of a prospective candidate catches their eye, they add it to their database and try to contact him for IT jobs.  If an IT recruiter found out a contractor’s resume was falsified and skills were exaggerated, would he give the IT professional a second chance?  The answer is typically no, but some IT recruiters may be more understanding.  If you are lucky enough to find these rare recruiters, here is how to make penance…

Admit Your Fault

Covering a lie with another lie is a slippery slope that should be avoided at all costs.  Come clean to your technical recruiter by admitting your faults and taking responsibilities for your actions and its outcome.  Explain why you lied and the truth.  It might be difficult to admit you were wrong, but IT recruiting companies will respect you for owning up to your mistake.

Take the Next Step

Apologize to the IT staffing agency and all parties involved.  If your recruiter is still willing to work with you, send over a corrected resume with the accurate dates of employment and your skills.  When you apply for other positions in the future, explain your gaps of employment or your level of skill so technical recruiting companies and hiring managers are not mislead.

Don’ts of Lying

Never justify deceit with dishonesty because you will lose track of your deception and truths.  Also, never blame others for your lies.  Only you can control your actions and by blaming another party you are showing IT staffing companies that you have no responsibility.

Remember that you can always prevent the effects of a lie by starting with the truth!

IT Recruiters: What Color is Your Mood?

Ever wonder how you choose your outfits in the morning?  You might prepare the night before or grab whatever is hanging in your closet, but often there is an algorithm to the process.  Next time you are in the IT recruiting office, take note of what colors your fellow technical recruiters are wearing to get an idea of their moods.

Responsible, Credible, and Confident

Patrons of IT recruiting firms who wear neutral colors such as grey, brown, and navy blue wish to be perceived as serious and trustworthy workers.  This explains why most potential candidates opt for a conservative color scheme for IT job interviews.   Though often perceived as bland, these colors work in favor of an IT recruiter for staying in style while also appropriate for most occasions.

Energy Drive

If a technical recruiter is feeling driven and ready for action, he might choose a red shirt or orange tie.  The red is attention grabbing, but beware if you find you are hungry throughout the day.  Red can also stimulate appetite!  The orange is a softer, soothing energy color compared to red and radiates positive energy throughout the day.

Cheerful

How can you tell IT headhunters are having a good morning?  The color yellow is a cheerful color for IT recruiting companies and sets a joyful feel.  Be careful though, too much yellow can cause agitation and irritability.

Relaxed

Green is the color of not only money, but also relaxation.  Those who wear green at IT staffing firms are sending off soothing signals of stress relief and calming vibes.  While white is a conservative color, it also signifies peace and ease.

Big Decisions and Projects

If you have a big decision to make or assignment to lead, you may need to throw on a purple tie or blouse.  Purple is known to stimulate the brain and drive inner creativity.  It also has been connected to one’s intuition, so it can help an IT headhunter follow his instinct.  If you cannot find a piece of purple garb, grab yellow!  Yellow has been coupled with intelligence and inspiration.

A Little Bit of Everything?

The most complex color seems to be everyone’s favorite, blue.  Blue is known to be stress relieving and calming, but it is also known to drive creativity.  Those who wear the color may feel cheery and uplifted, but darker shades can make you feel more upset when you are stressed.  A tip to those who are looking to shed a few, eat your meals around the color blue.  Blue is an appetite suppressant because no natural foods are blue in nature so the brain is turned off!

Next time you go to your closet you may have a change of heart about what you wear!

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.