Tag Archives: IT staffing

How Most IT Recruiting Offices are Set Up

All of the IT recruiting companies Boston that I have worked for, and all of the IT staffing offices that I’ve been in, have all been set up the same way.  First, there is a general “pit” in the middle of the office.  This is where the IT recruiters Boston will sit.  The openness allows for easy communication – verbal instant messaging you might call it.

A typical day in the IT recruiting world is anything but typical.  Technical recruiters might be talking to prospective candidates one minute, setting up an interview the next.  Soon after, they may have the opportunity to roll out an offer or break the news that the candidate did not get the job they interviewed for.  IT recruiters may have to call one of their current IT contractors with feedback on their job performance or they may have to release them from their assignment.

Because there are so many nuances to the IT recruiting role, so many different scenarios that may arise day in and day out, the open floor also provides another purpose.  It allows other IT recruiters MA to hear virtually all other conversations.  This proves very beneficial for technical recruiters as it allows them to absorb as many techniques and IT recruiting scenarios as possible.

In some IT staffing offices, there are offices surrounding the “pit” housing salespeople and account managers.  The offices allow them with a bit more privacy, mainly so their IT managers don’t hear all of the background chatter.  When cold calling a client, every second of the conversation counts.  You don’t want to lose credibility if the background noise gives the client the impression you’re in a call center.

In other technical staffing locations, the technical recruiters and IT staffing salespeople sit in the pit together.  Just as it’s critical for technical recruiters to hear their peer’s conversations, it’s equally as critical for the salespeople.  The conversations can be a teaching tool and/or just another opportunity for others to absorb new techniques and styles.

Another benefit of having technical recruiters and IT staffing Boston salespeople sit together on the floor is simply communication.  With any successful placement, the recruiter and salesperson must communicate effectively.  An open pit allows for the two sides with this ability – more verbal instant messaging.

Is Cold Calling a Dying Art with IT Staffing Salespeople?

When I first started in the IT recruiting industry fourteen years ago, there were no resume databases, no job boards, no social media and no professional networking websites.  In fact, email was something still pretty new that we didn’t utilize on a daily basis.  As an IT staffing salesperson, I was set up with a phone and call sheets.  Smile and dial, cold call until your fingers got tired or your mouth went dry.

While it’s still critical to get an IT manager on the phone to build a relationship, IT staffing salespeople rely far more heavily on email.  Whether it’s right or wrong, good or bad, email is pushing the art of cold calling into extinction.

Regardless of your career, if you stop practicing, you get rusty.  Cold calling is no different.  The more you cold call, the better you’re able to hone your skills.  The more you cold call, the better you’re able to rebut objections, nudge a client into taking the time to meet with you or even convince an IT manager to give you a chance to fill his/her open hiring need.

While cold calling might be a dying art with salespeople in the technical recruiting industry, it’s still a constant in the world of technical recruiters.  Regardless of whether an IT recruiter initiates contact with a prospective candidate via email, it is virtually impossible, or more accurately, virtually scary to think of a technical recruiter never speaking with a candidate live before sending his or her resume to a client.  There are so many nuances to a typical IT recruitment.  There are so many questions that could only be answered in a live conversation in which the technical recruiter can analyze a candidate’s response.  The slightest hesitations, changes in pitch or tone can tip off any astute IT recruiters who are used to picking up on subtle signs that ultimately lead to the truth.

IT Experiences vs. IT Certifications

The question our IT recruiters often get from prospective candidates is whether it’s better to have the technical experience or IT certifications.  While there is no black and white answer, the truth is that it all depends upon the client (and more specifically the IT manager him or herself).

Having said that, from this technical recruiters perspective, and shared by most IT recruiters Boston in the IT staffing industry, experience typically outweighs certifications.  However, it’s difficult to generalize an answer as it depends upon the information technology professional’s level of experience, and just as important, what specific technologies he or she knows.

Certifications don’t amount to much if a candidate has a strong background with a specific technology that is in demand.  Strong Sharepoint or .NET Developers can write their own ticket right now – with our without Microsoft certifications.  Generally speaking, IT certifications do not mean the candidate is an expert with that technology. However, with all things being equal, IT certifications could put you over the top if it’s between you and another candidate with the same background.

Therefore, if you truly want to play it safe, focus on gaining experience with the hottest technologies on the market, then go out and get your certifications.  This will only increase your value as an IT consultant and make you more marketable to IT recruiters and IT recruiting agencies.  

Respect In The IT Recruiting Industry

Like in any other industry, respect is extremely important in IT staffing. All prospective candidates should be treated with respect.  In return, all IT recruiters should be treated with the same.   Having said that, respect should be earned and not taken for granted.

First and foremost, you must present yourself as a reputable technical recruiter.  Simple callbacks, resume advice, interview tips and just simple common courtesy should be the approach for all IT recruiters.  These characteristics alone with set you apart from other IT staffing firms and IT recruiters Boston.

Candidates should always look to improve themselves.  Technical recruiters will respect your desire to get better.  Asking for feedback after each interview is a great way to strengthen your IT job search skills.  Take constructive criticism, for as hard as it can be to hear, it will only better your abilities.

These are just a few things that will help build respect in the IT recruitment industry.  Respect will not only prove you to be a valued employee, it will help you gain credibility with your peers.

Organize the Night Before an IT Job Interview

Take 1: It is 8:45 am on a Monday morning.  Your interview is at 9:15 am.  One slight problem… your printer is jammed and you cannot print the latest copy of your resume.  You were going to research the IT recruiting company before you left.  You rip the pages from the printer and trip out the door to your car.  On your commute you realize you do not know the name of the IT recruiter. You quickly jot down two questions on the back of your crinkled resume.  Flustered, you enter the lobby of the IT staffing agency with one minute to spare.  At 9:15 am, you hang your head and enter the IT job interview.

Don’t let this be you!  In the world of IT staffing, we live by Murphy’s Law: Anything that can go wrong will go wrong!

Quite the pessimistic view, but if you are in this position you’ll wish you had been better prepared.    Our AVID technical recruiters make it a point to ensure that you do not find yourself in this situation.  AVID IT recruiters  take the time to reach out to you and provide tips from tweaking your resume to interview prepping.

Here are just some key tips for your interview:

–          Always wear a suit and iron the night before: You never get a second chance to make a first impression!  Even if you are overdressed for the IT recruiting firm’s environment, you’ll still look good and you will feel it, too.  Having a back up outfit doesn’t hurt either.

–          Research the night before and write down your questions:  You will look prepared and have you questions answered.  Make note of recent press releases, the hiring staff will see your interest in the IT recruiting company.

–          Know your resume:  Always make sure your resume is up to date and includes all relevant experience.  Be prepared to answer questions about employment gaps or responsibilities.

–          Take the commute:  Research your commute to your interview at least a day in advance. Take the drive, take the train, or walk it the day before and be sure to time it.  Leave yourself enough time to arrive 15 minutes early for the interview.

Take 2: It is 8:00 pm on Sunday night.  You are prepping for the interview with the technical recruiting firm.  You are ironing your suit and a back up outfit just in case.  You research the IT recruiting agency, their technical recruiters, and latest press releases, writing down questions and thoughts.  You are flipping through your notes, reviewing your resume and remembering all of your interview tips.  You pack your bag the night before.  You’ve done the commute and spare yourself an extra fifteen minutes to arrive early.  Next morning, you arrive fifteen minutes prior to your interview as expected with a clear mind, no worries.  You walk in, looking sharp and present your values and experiences.  Your technical recruiter calls you the next day with good news!

For more tips, visit our interview tips page!

What Salary Should You Ask For As An IT Recruiter

The big question that many prospective IT recruiters are faced with after their final interview with an IT staffing company is what salary should they demand.  Since the key to most IT recruiting companies is their commission plans, the appropriate salaries can vary.  Therefore, technical recruiters must take a number of factors into consideration:

  • Commission Plan:  This is the most critical piece of any compensation plan.   IT recruiters Boston who are confident in their work ethic and ability will want an aggressive commission plan.  This in turn, would translate into a lower salary (as ideal as it would be, you can’t have both).  If you’re an aggressive technical recruiter, then you’ll want an aggressive plan.  If you value work/life/balance, then find an IT recruiting firm who is heavier on the front end (salary).
  • Additional bonuses and/or stock:  Does the IT recruiting agency provide any additional bonuses or incentives?  Annual bonus?  Stock sharing plan?  Additional vacation time?  These are all things that IT recruiters need to know before deciding on a fair and equitable salary.
  • Insurance plan & other company contributions:  In today’s age, health insurance rates are through the roof.  Therefore, take a look at what out-of-pocket expenses you might incur with your plan.  What percentages of your health insurance will the IT staffing firm pay?  Would the money be withheld pre or post-tax?  Is there a 401k match?  A disability or life insurance plan?  All these factors will have an effect your salary requirements.
  • Vacation policy:  Holidays are scarce in the IT recruiting industry as technical staffing firms must be open if there is a chance any of their IT consultants are working.  Therefore, knowing you may only receive 5-6 holidays, dig into your vacation time.  IT recruiters Boston work hard; therefore it’s critical to have some time off to rest and recharge the battery.
  • Volume of requirements:  Outside of compensation, this is the most critical factor to success for technical recruiters.  Simply put, does the IT recruiter have enough qualified job orders to make money?  Dig into req volume; fill ratios and other metrics that will help you gauge the realistic opportunity for you to fill positions.
  • Company growth & opportunity:  Unless your career aspiration is to be a life-long technical recruiter, you’re going to want to know about the potential to move upwards within the IT recruiting firm.  Is there an opportunity to run the IT staffing branch?  A regional role?  Training other IT recruiters Boston?  Dig into the potentials, and then ask for real-life examples of people who have been promoted into these roles.
  • Personal experience:  Of course your own personal experience and past IT recruiting production numbers are a huge component that will help drive your salary requirements.  Your past annual revenue numbers can drive your market value up or down based on productivity.
  • Personal bills & expenses:  Figure out the amount of money you will need to live comfortably.  This should be your bottom line in terms of salary.  Next calculate how much you would ideally like the IT staffing agency to pay you.  Make sure that is not unrealistic and competitive.  You may not be sure what you are worth or what salary the hiring managers are willing to pay.
  • Competitor Comps:  If you can find salaries and hourly rates of the job you are interested in, you can compare them with other IT recruiting companies Boston.  This will allow you to find an average salary range for the IT recruiting position based on the current economic climate.

Tips to Remember When Working with an IT Recruiting Agency

Job seekers approach IT recruiting agencies like they are job banks.  Most believe that just handing in their resumes will get them an interview or even an IT job right away.  Of course these are some of the common misunderstandings of the IT recruiting industry.

When working with an IT staffing agency, remember that you still need to do your part as a job seeker.  Send your resume, establish contact with an IT recruiter and keep in touch with them as you work to build a relationship.  Update the IT recruiters on jobs you have applied to as well as any interviews you have.  Full disclosure on both sides makes for a strong recruiter/candidate relationship and an efficient IT job search process. You never know if someone in the IT recruiting firm may know someone in the company that could put in a good word or help your chances of landing that technical position.

Another thing you need to remember is that the IT recruiters Boston are not assigned to every IT job they have available.  The technical recruiters are assigned to a set of jobs and then work on those positions.  Therefore, do not expect them to be calling you for every IT job position they have available.  It’s up to you to stay current with the IT jobs they have on their website, then have your point of contact put you in touch with the proper IT recruiter assigned to the position you wish to speak to them about.

Also, IT recruiting is a reactive industry.  IT staffing salespeople typically receive job orders first, then try to find the candidates.  Another misconception is that IT recruiters are like agents.  You send them your resume and they shop it around.  Sure, there is an element of that in the IT recruiting industry.  However, keep in mind, technical recruiters typically receive the IT job requirement first, then source to find the right candidates.

So take a look at what you are doing on your part as a job seeker.  Working with IT recruiters Boston to find your next job is the right thing to do.  The more you understand how the industry works, the better your expectations will be managed, and then hopefully met.  Lastly, remember that the stronger relationships that you build with IT recruiters Providence, the better the chances of you being their first call when that perfect IT job opens up.

How to Advance Your IT Recruiting Career

The IT staffing industry is extremely competitive and like everyone else you will want to advance in your IT recruiting career.  There are various ways to do this, but you need to differentiate yourself.  It is not all about the IT recruitment skills that you have or the number of technical recruiting years on the job.  Here are a few tips to getting promoted in the technical staffing industry.

Hard Work:  There’s no substitute.  Ever.  If you’re not working for an IT recruiting firm that rewards hard work, then find another IT staffing agency.  If you work hard, good things will eventually happen.

Confidence: Be confident in all the IT recruiting work you do.  Confidence will show that you know what you are doing and as well as be sure that you are willing to back up your proposals.

Team Guru:  IT recruiters typically work in a team environment.  Be a team player.  When the day comes in which you’re promoted, you will likely be managing multiple IT recruiters Boston.  Therefore you will need to be skilled with motivating a group of people and finding how they can effectively work together.

Using these tips will help you attain that promotion in your IT staffing career.  Leaders have certain traits and in order to be one you will need to work on yours.  So take these tips and help yourself become the leader in your field.

How to overcome your fear of Public Speaking

As an IT staffing salesperson, you will have to meet with hiring managers of all levels in the information technology industry. From Director-level to VP to CTO, you are constantly making presentations for individuals or groups. If you have a fear of public speaking, you may become anxious or even avoid these types of meetings that could ultimately drive revenue for you and the IT recruiting firm that you work for. This anxiety may also prohibit you from attending networking events or any other social networking function that could produce big returns.

If you find it hard to approach new people or strike up a conversation with fellow IT recruiters, you need to practice speaking with others. A good way to practice is with friends. You can head out with friends and make an attempt to meet a new person every time you go somewhere. This will help you get over the fear of speaking with someone new while having an initial security blanket. Take note of what they say and make an attempt to show a keen interest in what they are talking about.

One other thing you can do is practice what you are going to say during your IT staffing presentation. You do not need to memorize things exactly, but rehearse your pitch and prepare answers to typical question that IT managers may ask. The more prepared you are for a meeting the more confidence you will have. As a salesperson in the IT recruiting industry, public speaking is not only a tool that will help you network, it will ultimately put money in your pocket.

If you plan on advancing in your IT recruitment career, you will eventually be giving presentations and speaking to managers and executives in your technical recruiting company. Therefore, practice your public speaking. It will give you the confidence you need and help you in various aspects of your life.

How to Solve Work-related Problems at IT Staffing Companies

Problems will arise from time to time in any industry including IT staffing.  Of course some issues are smaller than others and may not really affect your IT recruiting job.  However, sometimes you will come across a problem that will affect your IT recruitment job.  Therefore, how should you handle the problems that arise?

First, go right to the source.  Ask the IT recruiter or IT recruiters, to sit down and discuss the matter. If that doesn’t resolve the problem, have a meeting with your boss.  Whether he or she is your IT recruiting manager or the director of the IT staffing office, tell him or her about the problems that you’re facing.  It is better to discuss these when they arise.  Your IT recruiting Boston job could be at risk if it is affecting your productivity.  You may start to lose interest in technical recruiting which in turn will affect your work.

Next discuss how you would like the problem to end.  Let them know the solution you want achieved.  It’s better to get it all out in the open rather than keep it to yourself. Figure out what needs to be done and ask your boss what he/she thinks is the appropriate action to achieve that solution.  Getting an opinion outside of the situation will help get some fresh plan of actions.

Lastly, make sure you to some action as soon as possible.  When a problem affects your incentive to work, then it needs to be solved immediately.  If there seems to be no solution to your problem then it may be time to consider a new IT staffing firm.  Maybe you can even transfer out of the IT recruiting department and get away from the issues you may be dealing with there.