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How to hire a suitable tech recruiter

You don’t have to be a recruiting expert or a hiring master mind to know there are certain rules and requirements that need to be obeyed and fulfilled in order to have a fully functional and above all motivated team. Welcoming new members aboard can get surprisingly difficult sometimes (even if you followed all the instruction and your instincts too). Recruitment agencies are there to help you avoid these situations, but you should acknowledge the fact they’re not unmistakable either.   The good news is that chances of having hiring doubts and problems can certainly be minimized (let’s not be pretentious and speak of completely eliminating these odds, at least for now). Good HR strategy can substitute the usage of crystal ball and help you spot potential problems before they actually occur.    And you’d need the right staff to create a successful staffing strategy. There’s a whole set of rules and distinctions when it comes to recruiters too. What does it take to succeed as a tech recruiter? Dedication with a dash of gazing  First indicator of crafty (and hirable) IT recruiter is patience. Recruiting, when being done properly, requires time. If someone’s willing to tiptoe around a LinkedIn profile (and possibly around other social media profiles - no stalking potential intended), plus to be regularly checking out other platforms and sources, he might be a keeper. This patient tech recruiter will look into (almost) everything that can possibly be useful and found online. He’ll track down information about candidates (and clients when needed) and he’ll categorize it carefully and methodically.    Keeping colleagues in loop and keeping files, CVs, documents and information organized will contribute to success of the whole team involved in recruiting and hiring (no matter how big or small the team might be). Even if there’s one single recruiter working for you, his behavior and competence (or the lack of it) might easily effect the entire company.    So - Don’t choose a sloppy recruiter, he’s almost destined to mix up names and available positions and the next thing you know – you’re hiring a Senior Ancient Greek Satyr (priceless for development of 5th century B.C. theater but inexplicably bad if you’re developing a team of IT experts).    And here’s the thing – every recruiter should examine those professional (and/or social) networks. But he has to know about boundaries and make sure never to cross certain lines.    The thin line between being thorough and plain scary  The worst case scenario – a recruiter being desperate and needy. If a recruiter messes up big time and confuses a bunch of stuff, or seriously mispronounces some names and tech terms – there’s still a possibility they’ll miraculously manage to persuade a developer into considering their job offer. However, being winy or tedious will surely get them a one way ticket to “seen”.     If you’re looking to hire a tech recruiter, make sure he knows how to deal with deadlines, stress and ultimately – each recruiter must know how to communicate and distinguish persistence from perpetual, compulsive texting. The kind of individual that’s willing to exchange quality for quantity is very much likely to send texts without true substance (which will lead to extremely poor response rate, and then back to more pointless texting).   Yes, recruitment gets difficult sometimes, the market keeps getting more competitive and everyone’s in a hurry to hire. But this is no excuse for anyone to come off as borderline obsessive. Following up every now and then is a must, just make sure they know the frequency limit before they end up characterized as literal head-hunters.   (x) Cold-calling is out of the question. (x) Emailing or texting until you’re blocked, banned, or ostracized are not allowed. (x) Generic texts and copy-paste messages aren’t welcome. (x) Irrelevant information and redundancy are inadequate and will most likely be ignored.   The importance of questions and coffee Recruiter is indirectly taking part in your employer branding. This is the person that should represent your company with all its’ values. They need to be fully aware of the priorities and they should be asking questions about basically everything.    Be specific about what truly matters so they can spread the word.  Let’s imagine for a moment you’re contemplating a career change. You’re receiving some offers and this really poetic text hits your mailbox. You’re being informed about some utopia among IT companies, everyone there has some cool Tolkien - like title and they’re all having so much coffee you can’t help but wonder if the job’s actually on a plantation.  Feeling special because you received an offer like this yet? Of course not, you know better. So does a (potentially) good recruiter.   Attention, employers! Do not withhold information from our fellow recruiter. If the employer (or some other person in charge) doesn’t provide a recruiter with the necessary information, the result might sound like random babbling about unicorns, rock stars, vegan burgers etc.    Recruiter needs to be all about the questions.  And they need to be well informed and up to date. You should be looking for a tech oriented HR enthusiast who’s asking the right kind of questions and who’s able to correctly rank benefits from “very important” to “wow, look – a doormat that glows in the dark”. It’s easy to spot a person who’s eager to learn and develop new skills. Successful recruitment has very little to do with seniority itself sometimes. Have this in mind while hiring: Experience does not necessarily equal the amount of time spent doing something. They should be asking significant questions, and so should you. 
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The difference between remote and freelance jobs

The number of people in favor of remote jobs is increasing fast these days. This type of employment is especially popular among tech related people – developers and other IT experts, but IT recruitment agencies too. It’s no wonder this kind of employment is getting lots of attention and positive reviews because there’s so much good to it. Working from home or from a remote location does necessary require more discipline and lots of planning, and it certainly doesn’t work perfectly for everyone, but it has the goods to back up all of its shortcomings. This time we’ll focus on similarities and crucial differences between working remotely and freelancing. Many people struggle while deciding which one would suit them and their lifestyle, while others are just not sure about the accurate meaning of these terms. And who could blame them, it's hard to tell the difference.  One thing is almost axiomatic – all tech talents are looking forward to working from home at least every once in a while, and most of them would gladly try their luck working for a remote client. Many HR departments and recruitment teams can verify the accuracy of this theory. Staffing agencies are often asked by developers and IT experts if they have job openings of this kind. Remote and freelance jobs are seemingly alike, but there are some pretty significant factors that separate them. It wouldn’t matter where you are located or what you’re wearing for neither one of these jobs. You are trustworthy and reliable, you have the skills and the enthusiasm, you have a fully functional computer (or another weapon of choice) and the internet access. These are the inevitable premises to succeed working remotely or as a freelancer. So, both remote and freelance career choices will provide you with a great deal of freedom. But to work remotely actually does mean to be “conventionally hired”. Everything is pretty much regular, there’s a contract involved and the working hours are often implied (probably flexible, negotiable or part-time but still - they’re often mandatory). The only thing that’s excluded from the deal is the office. Contracts and obligations A fully remote job means to be hired by a company or an organization. It is a home-based job but it involves constant virtual presence via communication channels like Slack, Skype, Hangouts and sometimes even using employee monitoring softwares, such as Time Doctor. Although companies don’t require developers that work remotely to physically make an appearance, they do need to be present. Their work would be evaluated from time to time and they would be communicating continuously with everyone working on the project.  Just like any employee, you would get an assignments and your responsibility would be to complete successfully. To be a freelancer does equal to have all the autonomy and liberty to make decisions about projects and/or clients. And this autonomy also means they’re not bound by contracts in majority of cases and they can turn down a job offer at any time. Freelancers, however, don’t have this type of obligations. Their jobs have nothing to do with working hours, they schedule all of the activities and assignments the way they find convenient. It usually involves fulfilling tasks during a period of time that’s been previously agreed. Once you are done, you are free to move to the next project. And their work is being far less monitored by a client. It’s actually almost the other way around – freelancers sometimes need to present their own ideas to make things work.  The selection process If you are using platforms like Upwork or Freelancer you know how hard it is to land a freelance job these days. Most of the time, lowest bids win. On the other hand, companies that hire remotely usually have two things on mind: (1) do you have the hard skills to do the job and (2) can you communicate efficiently within a remote team? This usually leads to a way more rigorous selection process. You will apply for a remote position and you will have to prove the requirements on interviews, tests and more interviews. Hiring remote team members requires a well structured selection process. The thin line between freelancing a working remotely lies in the fact that.. Developing a long term relationship with the client on your freelance job may turn into a full time remote position. Can you tell the difference now? The Uncertainty The coolness factor of freelancers’ life is mixed with the uncertainty. They have only themselves to rely on when it comes to finding a client. The source of income might not always be available and this kind of crises is what makes everything shaky and stressful. This is probably the reason why remote job feels more secure and might turn out to be a better option for some.   [caption id="attachment_220" align="alignleft" width="300"] Nope. Nothing out there.[/caption]   You will have to plan every single detail. There are those situations that are completely out of your control and can make you look unprofessional. We were coming back from a weekend get away with the idea to have a call with an important candidate during a stop on a gas station. Our car broke down in the middle of highway. We had no signal, so we couldn't even let the candidate know we can't make it. We also didn't have water, but that's another story. (Please take lots of water when traveling by car). The Loneliness The downside to both freelance and remote positions is that people might get lonely or bored at some point. Luckily, these problems are easy to overcome. The trick is to maintain a high level of concentration and dose the amounts of other daily needs and interactions. It just takes time get used to working from home. Once you work out a strategy to be productive and don’t miss out on the fun stuff, you’ve got it all. You’ll do what you like and what you do best and be appreciated by your pen friend boss, even though you’re working from the living room couch with your socks turned inside out or from under a coconut tree.  What’s your story? Would you be interested in working from home or from an unusual location you always wanted to visit? 
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The Best Way How to Handle IT Employees in a Gig Economy

One person can’t and shouldn't do everything on their own. That’s why gig economy is so great for companies. You can hire experts when you need them so you can focus on your job. Also, people no longer want to sit 40+ hour week in an office, so this is a great way to hire professionals for remote jobs. According to Intuit CEO Brad Smith, 43 percent of professionals will be gig workers by 2020. Some companies will have to rethink their hiring process because of that. It might be hard to find quality candidates as more shift into the gig economy, but IT recruiting companies can help you to overcome this obstacle. What is the gig economy? The gig economy gets its name from each piece of work being related to an individual 'gig'.   This is an environment in which temporary positions are common, so companies and organizations make a contract with independent workers for short-term engagements. For example, delivery couriers, Uber drivers, and TaskRabbits are all part of the gig economy and they allow people to use the internet to easily connect with others in need of simple services. This is a win-win situation for both companies and employees. In this digital age, work can increasingly be done from anywhere, so freelancers can select among temporary jobs and projects around the world, while employers can pick the best individuals for a specific project. Workers' rights in the future The gig economy can be seen as an evolution of the digital trend. It allows Millennials to get into the workforce easier while giving people an opportunity to change fields of work and find what they’re really passionate about. However, many people are concerned about their rights in the gig economy, but it seems that this won’t be a problem in the future. Even governments are turning to gig economy for help. The government in UK has promised an overhaul of employment rights to improve conditions for millions of workers such as these: Enforcing holiday and sick pay entitlements Giving all workers the right to demand a payslip Allowing flexible workers to demand more stable contracts   Many people hugely value the flexibility that platforms provide but these rights will make a difference to the lives of the most vulnerable workers. The number of people workers for short-term engagements is going to rise in the future, so it’s necessary to set some rules and protect these people. Tips for hiring in a gig economy 1. Find the best candidate by hiring IT recruitment company Sometimes, a candidate can have a great portfolio but might be the wrong choice for your project because they lack the expertise to execute your particular task. For example, excellent copywriters may not be great bloggers as well. That’s why it’s important to interview candidates and get to know them better. IT recruitment agencies can help you find the best candidates and handle the onboarding process. This is another useful thing about the gig economy - you can hire IT recruiters to handle the hiring process for you! 2. Be specific about the job Zero-hour contracts can backfire if you need dependable staff. That’s why is important to make a contract where you describe what you actually expect workers to deliver. Set up specific deliverable that can help both sides agree when the project will be considered complete. It’s easier for freelancers if they have a clear brief outlining your expectations from their work. Also, provide some context for them. You can choose a person from your internal team that will help with training, queries, and management as required. Although your new employee doesn’t sit with you in the office, they need a bigger picture about your company’s goals and importance of the project they are working on. 3. Set up a task management system There is a number of apps that can help you stay connected with your team. Some IT companies work remotely, and they still manage to get their work done. To ensure that chaos doesn’t ensue, you can use Slack, GitHub, or whatever app fits your company the best. What’s crucial is that you have all documents, tasks, up-to-date information in one place. Employees can edit docs on the go, share up to date information immediately and communicate with each other effectively wherever they are. 4. Create the onboarding process When you hire an in-house employee, the onboarding process can last for months (and it should). However, you can’t afford for the process to take this long when you hire a permanent employee. IT recruitment companies can help you strip out unnecessary training and provide documents with information that you can use for every new employee. Recruiters can handle their questions about the company and the job, but they will also ensure that both sides are happy with the contract. 5. Provide feedback Working with people means that you should have a two-way dialogue. Being a freelancer can be hard if you don’t have all the information needed. Have I done the work well? Encourage freelancers to ask this question, or tell them before they even ask. Have a five-minute chat to tell them what went well and what didn’t. If you have a problem with their work, tell them. However, if they get the job done well, commend them in front of others. That will motivate employees and give them the confidence to continue working on the project. Furthermore, let them give you feedback about the company as well. You can improve your company’s reputation by listening to others. 6. Don’t underestimate employees value Just because they don’t work from the office doesn’t mean that you should pay them less than the market rate is. If you want a job done well, then pay well. A major drawback for gig workers is the lack of benefits available to them. If you pay them well, they will be happy to purchase their own benefits as and when they need them. If you’re not sure if the person you hired is right for you, offer to pay for the time the ‘try out’ takes. Then, if both sides are satisfied, offer to pay them more. Remember, a bad deal can affect your company’s reputation. Here is one quote from Red Adair for you: “If you think it’s expensive to hire a professional to the job, wait until you hire an amateur.” 7. Realize that you’re not the only client Both companies and employees know that the contract is going to end when the work is done. That means that you’re probably not the only client to the person you hired. The disadvantage of the gig economy is that this person may not be dedicated solely to you and your project. However, if you are organized enough, you can deliver all the information on time so the job will be done well.   Conclusion: Gig economy is not for everyone The fact is that not everyone is productive working from home, and not every project manager is able to handle their team from distance. Moreover, some jobs require an intrinsic understanding of what your company does or the way project should be done. Make sure that you consult your IT staffing agency about the new opening in your company. They can assist managers in how to manage gig workers, but they can also handle legal requirements and contractual obligations. So, what do you think? Is the gig economy the right choice for your company? Let us know!
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Sourcing metrics every recruiter should know

7 Sourcing Metrics Every Successful Recruiter Should Know   How will you measure your IT recruiting company's success unless you track metrics? Quality of hire may be the main metric you have to track, but if you want to get the full picture of how you and your team are doing though, you have to track other key recruitment metrics. Yes, there are a number of recruiting metrics online, and if you follow all of them, you won’t have time for other important things. That’s why we made this list of key recruitment metrics that will help you improve the hiring process. All the data you have in your hands can be valuable, so don’t miss the opportunity to collect this information. All these metrics are linked together so they can give you valuable insights into every single part of your recruitment funnel. 1.Sourcing stats: Which channel gives you the best candidates? Every top recruiter needs to know the answer to the question where do the best candidates come from. You may need a few months to answer this question, but after tracking this data, you should have a very clear idea of where to find A-level candidates for different roles. Nowadays, you have plenty of choices when it comes to sourcing channels - job boards, employee referrals, social media, etc. Nevertheless, you have to measure their effectiveness in order to save yourself time and money. For example, you can do it by using a combination of Google Analytics and UTM parameters. It doesn’t matter what kind of system you use, as long as you track it. 2. Time to hire: From the “first contacted” stage to “hired” This metric will help you track the speed of your pipeline and show you how much time do you spend between the moment a candidate is approached and the moment the candidate accepts the job. Time to hire will give you insight into how efficient and effective your team is at this side of the process. Most organizations have a hire slow, fire fast policy in order to skip mistakes. However, that’s not the best approach because the top 10% of talent tends to be off the market in 10 days. So, find out where the blockages are in your hiring funnel and try to hire faster without mistakes. 3. Quality of hire: Evaluation of recruiting quality Known as the Golden Metric, QoH will give you an indicator of the first-year performance of a candidate. Why is this metric so important? Well, a single bad hire can cost companies a lot, and they will spend a lot of time trying to work with a wrong person. This is a bit difficult metric because it has a long-term horizon, and you can only measure it many months after you’ve made a hire. Quality is often vague and subjective metric. You will have to use a number of other metrics such as new hire performance, turnover and retention, and hiring manager satisfaction ratings in order to make an evaluation. There are a number of formulas that you can use, so choose the one that fits your needs the best.   4. Cost per hire: Resources for hiring campaign How much does each new hire cost? You have to know this in order to allocate the recruiting budget. Just like time to hire, the cost per hire metric will also give you an insight into the (in) efficiency of your recruitment process, but there are a number of things you need to account for here: advertising costs, recruiter fees, managers time spent interviewing, candidate expense, LinkedIn and other social media accounts, new hire training costs, etc. Keep the cost information together in one place and you will be able to create the precise recruiting budget. 5. Candidate experience: Ask for a feedback Candidate experience starts when they first have contact with your brand. You have to be careful when choosing IT recruiting agency because the sourcer that engage new candidates represents your organization. This person is the only real window into your company for a candidate. Make sure that a recruiter sends personalized messages, do research on each candidate, and follows your strategy. However, the idea of candidate experience is often pretty intangible, so you have to ask them for a feedback. Surveys: Use Typeform or SurveyMonkey in order to make quick questionnaires. Don’t send these questions just at the end of the recruiting process because you can get a lot of interesting insights from candidates who are midway through. Feedback collection: You can use Beamery Surveys to get feedback for every email that you send. Candidates leaving their thoughts with the click of a button can be really effective. 6. Offer acceptance rate: Compensation as a typical problem So, you did everything well. Your applicants made it all the way to the end of your recruitment funnel, but for some reason, they didn’t accept your job offer afterward. The offer acceptance rate metric shows you the percentage of candidates who accepted your formal job offer. So, if the candidates keep rejecting the offer, you have a real problem. This can mean that candidates got a better offer somewhere else, or they didn’t like your company culture, but usually, it’s about the salary. If you want to skip the money problem, you can discuss the salary earlier in the recruiting process in order to minimize the impact of a refused job offer. However, you can suggest other benefits for candidates besides the salary such as gym pass, a work from home option, extra holidays or free lunch. Be creative!   7. Early turnover rate: Bad onboarding or high expectation This is a really valuable metric that can indicate problems with the onboarding process or candidate choice. Early turnover rate counts the percentage of people that left the company voluntarily within a year after they started. If an early turnover rate is high, it usually means that there’s either a mismatch between the candidates and your company culture or between the candidates and their expectations of the job. If you didn’t see the problem during the hiring process, you can fix it during the onboarding! So, use these tips for the onboarding process and both new employee and company stuff will be satisfied. You can’t improve what you don’t measure Every time you feel bored collecting this data, remember the sentence from the heading. Use the advantages of technology and collect this valuable information in order to make things right for everyone - candidates, managers, employees, your team and yourself. You will need to wait for results, but these metrics will help you work faster and smarter. Once you have numbers in front of you, you will be able to make changes that will lead you to success.
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Explore jobs

Test Automation Engineer

Full time, October 31, 2018

Agile, Selenium, Appium, Jmeter, Jenkins CI, Docker Basics Read more...

Network Operations Engineer

Full time, October 31, 2018

Cloud, Fortinet, Palo Alto, CCNP, LACP, MLAG, OSPF Read more...

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