Tag Archives: IT staffing

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 Staffing Firms Enjoy Apple Treats

October 21st is a festival called Apple Day for residents of the United Kingdom.  Over here in New England, everyday can be Apple Day in the fall.  Rinse off those apples you picked a few weeks ago and get ready to bake for your IT recruiting office!

The Baked Goods

Most IT staffing agencies have a designated baker along with a clan of voluntary eaters.  If you have a surplus of apples, go with classic favorites such as apple pie or apple crisp.  Want to really win over IT recruiters?  Bring in a gallon of vanilla ice cream to go with the warm treat.

If you are concerned about temperature sensitive dishes, bake an apple strudel or bread.  When making bread and muffins, substitute apple sauce for any oil to cut down on fat and extra calories.  Cookies and muffins are also excellent solutions in terms of portion control and serving sizes for the diet conscious IT headhunter.

The Treats

Almost all candidates and patrons of IT staffing firms cannot turn down candy apples.  Whether you dip them on a Friday night with your family or socializing with friends, making caramel apples is a fun and filling process.  After dipping the apples, consider rolling the apples in chopped nuts for added protein and a crunchy kick.  If you are daring, drench the dried caramel apples in chocolate and roll in crushed candy, cookies, or brown cinnamon sugar for an over the top dessert.

In addition to homemade applesauce, consider making some fresh apple jam or butter for technical recruiters.  You can also give the jars as small thank you gifts for hiring managers or those who help you and make your time enjoyable at IT recruiting agencies.

Go Raw

Apples do not always need to be all dressed up in sugar or baked into sweets.  Bring in some fresh apples at your IT recruiting company for a healthy treat.  Studies have shown that just one apple a day can help with cholesterol and weight management as well as diabetes prevention.

Recruiters deserve a break after working hard sifting through resumes and setting up IT job interviews.  Suddenly the fall just got sweeter for IT recruiting firms!

IT Staffing Gurus Plead: Bad Applicants Need Not Apply

Technical recruiting veterans know the process for weeding out bad applicants for their open IT jobs.  Yet, sometimes a bad candidate can slip through cracks, make it to an interview, and completely embarrass the IT staffing firm.  The recruiters of AVID Technical Resources provide some clues to prevent this scenario and spare the feelings of candidates.

The Resume

IT recruiters are used to skimming resumes to find the right applicants for their roles.  If a sloppy resume is filled with poor grammar and typos, it is a red flag that this candidate should not represent IT recruiting companies.  When a contractor keeps a sloppy resume and makes you look for his key skills and experiences, you could take this as a sign that he may not value his accomplishments.

Communication

If a candidate seems to be avoiding his technical recruiter like the plague, it is generally not a good sign.  Something is up when a candidate cannot provide answers or is constantly making up excuses to steer clear up his recruiter.  Be straight forward by asking the contractor if he is interviewing for other positions or if he has a potential offer lined up.  The contractor should be honest and open about his actions while providing the IT recruiter the opportunity to open this position to other applicants.

Behavior

When a contractor seems to be hiding something or avoiding his recruiter, it is better to address the issue than keep up this charade.  IT headhunters know the way to the heart of a hiring manager and can provide insight to their client.  If a candidate is not taking your advice, such as tweaking his resume or showing up to meetings on schedule, it might be time to wipe him as a potential candidate.

Worse than avoiding contact, the candidate could be blowing off interviews or showing up with a messy appearance and poor attitude.  If the contractor has not shown any signs of respect or gratefulness to his recruiter, then chances are he will follow suit with the hiring company.  Save IT staffing companies the trouble and embarrassment by not letting things get to this point!

Technical Recruiters Warn LinkedIn Don’ts: Part I

IT recruiters use sites such as LinkedIn, Monster, and CareerBuilder on a daily basis.  From searching for prospective candidates to building their networks, these sites provide technical recruiting companies the opportunity to follow trends and updates in the information technology industry.  If you are actively seeking IT jobs and have an account on these sites, be weary of these common mistakes.

Your Profile Picture

LinkedIn is not Facebook nor is it Twitter, so never mix up the two.  Profile pictures should be professional headshots, not full body, a picture of your children, nor a vacation photo of you and your spouse.  If you do not have a professional headshot, be sure to use an up to date photo of yourself with a neutral background.

Keep it Objective

While you can add someone you met last weekend on Facebook, the IT staffing industry strongly discourages you from doing so on LinkedIn.  Leave connecting for those you share a direct relationship with.  The purpose of connecting is not to have the most connections in your network.  Rather, it is the quality of those relationships that is important.  When a technical recruiter requests to add someone to their network, they should personalize the message to explain why they wish to connect.  IT recruiting firms should only request recommendations from those who can provide an accurate review of their skills and performance.

Maintain Your Profile

Your profile should be up to date with an accurate description of your tasks and responsibilities.  Use keywords in your title and maintain a public profile so it appears on Google searches.  Add relevant groups that reflect your career goals and ideal IT job.  Never post a status that makes others feel uncomfortable.  Rule of thumb: if you would not say it in the IT recruiting office, do not post it.

Check in for Technical Recruiters Warn LinkedIn Don’ts: Part II for a realistic perspective of why you should be mindful of your LinkedIn behavior!

Naming a Company in the IT Staffing Industry

What’s in a name?  That which we call an IT recruiting company by any other name would work just as hard.  So the art of technical recruiting is not as elegant or dramatic as a Shakespearean play, but this borrowed line has a point.  What goes into naming technical recruiting agencies to identify them as IT recruiting companies, but that they also deliver a competitive edge?

Research

Making a final decision on the name of an IT staffing company does not happen overnight.  Often, it is a long process ranging from weeks to even months.  Always research what your name means and ask others for their opinion.  Be sure that your name is not already trademarked and that it does not translate to something offense if you choose to expand your business internationally.  If necessary, seek professional resources or ask fellow technical recruiters for input.

Relative

Once you have created a list of desired names, narrow the selection to names that are both relevant and not obscure.  Trying too hard or being overly trendy could backfire as consumers will not understand what product or service you offer.  Likewise, a simple name can also be overshadowed by its competitors.  Avoid unusual spelling which can cause confusion and mispronunciation, losing a sense of the company’s identity.    Choose a name that both relates to your IT recruiters while also catching an eye.

Avoid Location

Unless IT staffing agencies plan on permanently focusing business in one location, drop any geographic tags to the company.  If you do use a name with a city and expand beyond its borders, the company could become confusing to consumers.  By avoiding names with geographic terms, you will not limit yourself to one region and maintain a standard business procedure.

Go with Your Gut

If you have strong feelings toward a certain name, go with your intuition.  You do not want to have remorse over a name that could define your values and business.  With your number one choice backed by your passion, go with it. You could regret not going with your number choice because one person did not agree so trust your instinct.

Willing to Change

Not all names are a perfect fit so do not be afraid to change it if you must.  Changing the name of IT staffing companies is an opportunity to rebrand the company, drive productivity, and get a fresh start.  One of the worst things you can do is stick with an unfitting name in fear of regret.

IT Recruiting: Out with Summer, In with Fall

As the summer winds down, technical recruiting companies get a second wind.  With children returning to school, parents experienced in the information technology industry may seek IT jobs to fill up free time.  Interns return to their respective colleges and universities, leaving technical recruiters to take on the workload.  How can IT recruiters still manage their time while appreciating the fall?

Outdoors

IT recruiters Boston have the luxury of New England’s infamous fall weather and beautiful foliage.  Take a walk after work through the woods or plan a weekend hike with friends.  Go for a drive north and see what the hype is with leaf peeping.  Many farms offer apple picking which can be great for children as well as adults, plus you will have a treat to bring in the IT staffing office after.

Social Life

The fall is pumpkin season, so grab a fellow recruiter and treat yourselves to a pumpkin muffin and coffee.  A hard day in the life of technical recruiting agencies?  Go downtown for pumpkin ale after work.  If you are more of a baker, carve a pumpkin and use the inside to make a pie or bread.

Oktoberfest lasts from mid-September through the beginning of October.  IT recruiting companies can attend the Harpoon Brewery’s celebration or Harvard Square’s festivities with friends and family.  Once the celebration dies down, you can begin preparing for Halloween.

Get Out of Town

If you miss Oktoberfest, plan a long weekend getaway for Columbus Day or a vacation and research the best deals.  With off-season rates and less tourists, you will be able to enjoy your time off more while leaving some money in your pocket, too.  If you cannot plan a whole trip, buy tickets to a football game and make a day out of it with tailgating!

Technical Recruiting at Home

It is 8:00 am and a technical recruiter rolls out of his bed and prepares for work.  His routine is the same as any other day, breakfast, coffee, and sports page.  He begins his commute… one flight down the stairs to the basement and twelve steps across the carpeted floor to his personal IT staffing office.

Why it works

IT recruiters will typically experience less stress working at home than in the office.  Efficiency levels can improve with a nixed commute, flexible schedule, and less office distractions, perks for both IT recruiting companies as well as employees.  Recruiters may also spend more or less time on lunch and breaks, making time up later in the day when they are feeling more productive and improving output.

Working from home not only benefits the employees, but also IT recruiting agencies.  Technical staffing companies will spend less on office expenses such as supplies and energy bills.  Employee retention rates may improve as technical recruiters are more satisfied with their working conditions.

Why it does not work

Working from home has a number of perks, but with added benefits come restraints.  IT staffing firms thrive on team work, but working at home is less personable than sharing an office or having a cubicle neighbor.  The recruiter may miss office gatherings and water cooler chat, making the recruiter feel left out or less part of a team.

Working when the recruiter feels like it can be a disruptive routine.  Poor habits and distractions will catch up to him and he could fall behind in work.  The recruiter may also become so consumed with work that he cannot separate his work from his personal life.

How to manage

When recruiters work from home, they should create a designated work space and turn off all distractions.   Try shutting the door and notifying others when busy.  Changing into work clothes can help to get in the office mode, too.  By having a consistent routine, recruiters will be more apt to manage time and tackle tasks.

IT Recruiters Learn to Say No

Most technical recruiters avoid the two letter word like the plague.  Whether it is fear of burning bridges, appearing rude and causing conflict, or losing opportunities, saying no is one of the most difficult aspects of technical recruiting.  Before stretching oneself too thin, here are some suggestions so one does not feel guilty when he must turn down others.

Taking Care of Yourself

When working at IT staffing firms, recruiters want to be accommodating for others.  Revising schedules is one thing, but nixing plans and time with family is on another level.  When others’ work begins to affect personal lives and responsibilities, it is time to respect and enforce limits.

At IT recruiting agencies, one must maintain a list of projects in order of priority to have a better idea if he can take on more work before giving a direct no.  Also, ask for an estimated amount of time the project or request would entail.  If the recruiter cannot provide help, at least he will have other priorities as reasoning and can direct the requester in the right direction.

Ways to Say No

Ask Me Later

If a recruiter is feeling overwhelmed, asking the person to follow up later is a way of saying no for now, but possibly in the future.  IT staffing representatives should use this rebuttal if and only if they are uncertain if they can and will provide assistance.  The last thing anyone wants is to be strung along.

I can’t help you with this, but ____ might be able to…

When something is not one’s responsibility or he does not have time, pass the job off to the right person within the technical recruiting agencies.  It might sound bad to volunteer someone else for a task, but chances are the other person can provide more accurate information or do a better job if they are not busy.  Be respectful when doing so and the other party should understand.

Simply No

Often people let emotions and fear of conflict control their actions.  Explaining oneself too much can be unnecessary when a simple no is needed.  Put feelings aside and stay firm with an answer.  IT headhunters will be more in control of their responsibilities if they do not load up with tasks accepted in guilt.

No one wants to let others down and always saying yes seems like the way to go, but not following through is much worse than saying no.  Do not be the person who constantly forgets, runs late, makes mistakes, and has no personal time.  Work toward establishing personal goals first and then extend a helping hand.

Strong Work Ethic at IT Jobs

Technical recruiters must engage in strong work ethic in order to be successful.  While there are a number of values honored at IT recruiting firms, there are some that are of higher ranks.  Honesty and commitment are a given and listed below are crucial criteria in the IT staffing industry.

Professionalism

IT recruiters present themselves professionally which includes being respectful to all levels of employees and maintaining a positive, upbeat attitude.  They typically arrive early and prepare for meetings with appropriate dress and organized material.  No matter how comfortable or disengaged a recruiter feels, he will speak and conduct business enthusiastically and in an appropriate manner. Recruiters address all questions and concerns of their clients and provide timely feedback so there are no surprises or unanticipated disappointments.

Responsible

Technical recruiting agencies expect employees to be responsible and confident for their actions and work.  Recruiters are self-motivated, flexible, and open minded as new projects are constantly arising.  They must maintain contact with their clients and stay committed through projects and assignments.  When faced with challenges, IT staffing representatives are encouraged to be creative and think outside the box.

A recruiter will own up to his mistakes and actively seek solutions.  He will openly accept criticism and ways to improve his technique.  If the IT recruiter completes his tasks, he will reach out to his manager before work needs to be assigned.

Team Oriented

Though technical recruiting firms seem to be self-driven, it is team goals that help the corporation succeed.  Recruiters who meet their goals and focus on improving the company are more valuable than a recruiter who consistently thrives and soars above his peers.  While the star technical recruiter will receive his glory, it is those who make an overall difference within the company that will truly stand out.

 

IT Staffing Relationship vs. Human Resources

Take One:  It’s 4:30 pm on a Friday and there is not a soul in the office.  You have a question regarding your pay from a week ago.  You call human resources and the call is answered by four rings followed by a generic mailbox.  You leave a message, and a week later a representative you have never seen or spoken to follows up.

Take Two: You send an email to your technical recruiter about your pay from the prior week.  Almost immediately, you receive a friendly response, along with genuine conversation asking how your daughter’s recital went and what your plans are for the weekend.

While they share similarities with human resources, technical staffing firms pride themselves on their client relationships.  IT recruiters do more than just filling positions.  They maintain contact throughout the lifetime of their candidates’ roles, including the hiring process, during the contracts, as well as after positions end.

More Specialized Experience

Most recruiting agencies have experience filling IT jobs, so they know what the hiring company seeks.  The agency understands which skills are crucial and how much experience will be required for a certain role.  They can weed out unqualified candidates and choose the best.  This allows human resources to focus on their internal roles.

Job Openings

Most human resource departments post positions on the company’s job board and wait for the resumes to pile up.  Technical recruiters are proactive because they not only post their positions.  They also reach out to candidates within their database and on sites such as Monster.com and CareerBuilder.  By expanding their applicant pool, they have a better chance to find a solid fit for the role.

Network

IT recruiting companies maintain a database of current, prospective, and past clients for upcoming positions.  When a recruiter works with a contractor and has a positive experience, he is more likely to recommend him for another job.  When a role with human resources ends, it is pretty much over.  Technical staffing agencies also network with hiring managers, so they understand who would be most compatible for the required skill set.

IT staffing firms are a component of human resources, which allows others within HR to focus on their goals.  Without human resources, there is no recruiting, because the relationships are all about the client.