Job in IT – How to Find a Good IT Recruitment Consultant
Job in IT
Now I know that a lot of IT professionals, consider IT recruiters, a necessary evil, and back in the late 90’s when I first started in the Information Technology industry, I got a bad reputation with IT recruiters.
But I know, in the end, it was the right thing to do! Therefore, I don’t care what some IT recruiter said about me some other time, I have had good and bad experiences with recruiters, and in fact I consider some of them better than the others!
But back to that topic, how do you find a good IT recruiter? In a way I suppose that depends on what you want out of your recruiter. If you are looking for a permanent position in particular, and not just arigitimate contract job, then what you look for is a very professional recruiter with specific knowledge in that area. If you are just searching for a contract position, then what you should examine first is the recruiter’s knowledge and experience in that particular industry.
Because there are a lot of IT recruiters out there, and quite a few of them are not very good at what they do, it pays to look for recruiters who have been in the industry for some time. People who have been recruiting for a long time in a very competitive market are more likely to have the skills and certifications required by your client than a newbie recruiter.
Also, if your client is a very large company then they are more likely to be able to give you an insider perspective, especially if they have a hiring manager who has direct dealings with the team and the hiring manager is likely to have first hand knowledge of what the team is looking for. That insider perspective is very valuable at the interview stage.
Another way to recruit the right candidate is to have a few in house recruiters who are members of the team. This way both they and the client can learn from each other and know exactly what each other is looking for. The recruiter can guide the client into giving clear insight into the roles and skills they are looking for. This way both of them will feel comfortable and know exactly what each other is looking for.
Recent experience in…
- targeted responses
- in house recruiters
- job boards
- high traffic times
- minimum spend per hire
- a website
You must have felt that hiring an executive search firm is a bit like a recruitment agency at best. Now let me clarify: Executive search firms General manager do not just mean an experienced recruiter, general knowledge of the marketplace and good executives skill set is what matters most. Market research is of course important, but this is not the most important requirement of the executive search firms for success. And note: I did not say that hiring an executive search firm is the worst thing you can do. Quite the opposite. It is probably one of the best things you can do, if you have a significant need for hiring a new executive in your marketplace. But one must exercise caution in selecting the right executive recruitment firm
What to look for in a firm:
It is generally better to partner with a firm that is less expensive than a recruitment agency. For most types of hiring, it is usually advisable to go with a smaller firm than a recruitment agency. Here are a few things to look for when evaluating a firm:
- Does it have an efficient and professional relationship with its clients?
- Does it build bridges with other similar companies in your industry?
- Does it have a great reputation?
- Does it help you grow your business?
- Does it save you time?
These are some of the questions you have to ask when you are hiring an executive recruiter. Other questions to ask are:
- Does the firm have an efficient system for meuring candidates into positions?
- Does it use processes that are proven?
- Does it bring people in from a different city, to ensure that they are structuring their CV for your needs?
- Would you consider hiring an executive recruiter from another country, if doing so was essential to growing your business?
Just to remind you, executive recruiters are paid by the employer. Their job is to find – not select – people with the right skills to fit into your company’s executive team. If your recruitment firm is not up to par with this challenge, it could be costing you money in lost time and productivity.