How to hire a suitable tech recruiter

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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 What Ifs

After carefully considering resumes and getting properly introduced to the candidates, you chose to hire someone. No matter how thoroughly we searched for suitable candidates, there is always a variety of potential scenarios, and unfortunately there’s always a slim chance something might not turn out as you planned. So, in case you decide that a person you hired does not entirely meet your expectations after all, you would need to do something about it. And that “something” is usually a code word for terminating the contact in majority of cases like this. What comes next? Well, our Pay per Stay method would surely cut your expenses if something like this happens.
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The honest model

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This brief introduction is meant to show a little bit of what we stand for.
Pay per Stay method of charging was created with the idea to encourage those who are in charge of smaller teams with the tendency to grow and those who are looking for a way to start their own business. What triggered this idea is the fact we are also a small group of people gathered around a goal to do something big that would hopefully have a positive impact on everyone we work with. Feel free to get touch with us. We would love to hear from you and get to know you. And we’ll gladly tell you more about our approach and our ways of making hiring easier and cost effective.
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5 simple Interview Etiquette Rules

Interviews have become inevitable parts of hiring process in basically every domain nowadays. When it comes to tech oriented companies and IT experts, this whole hiring process usually consists in two separate types of question sections. Recruiting and staffing companies or HR departments and in-house HR managers often represent the initial part of this procedure.

 

There’s more to recruitment than checking out LinkedIn profiles, collecting CV’s and making developers count tennis balls in an imaginary school bus. These interviews should be carefully prepared with the idea to provide and collect all of the relevant information – from and to both ends. Both sides are entitled to be properly introduced to each other and that makes this hiring chapter significant.

 

There are a few pretty simple rules that can be applied to various situations and sections of daily working life, and everyone seems to be forgetting about those rules every now and then. These seemingly small gestures and tiny inadequacies can make a big impact sometimes, especially if they coincide with a job interview.

 

1. First impression – Avoid cases of mistaken identities and typos

Before a candidate officially arrives to the interview, some emailing is unavoidable – there must be at least a brief invite and confirmation involved. Someone might be in a hurry or someone might lack the concentration for only a moment, and it’s when Murphy’s Law kicks in and creates cringe worthy texts.

 

IT recruiters have a lot on their hands and on their minds. It’s easy to make a simple mistake and send out a wrong message.

 
  • One of the most common mistakes is typing in a wrong name. There are numerous reasons for this to happen and it can actually be perfectly understandable in some, if not the majority of cases. But the cold harsh fact is that if a recruiter makes this sort of a mistake, there’s an insanely high percent of chance that a developer will rather change his name than agree to change his job.
 

And yes, this addressing malfunction is usually presumed as a typical copy-paste syndrome and recruiters can be scolded to infinity and beyond when something like this occurs. But it’s a two way street and this goes out for everyone: Dear Recruiters and other tech and non-tech people, double check your texts before sending them. It’s cool to take a moment and make sure you’ve got everything right.

 
  • This double checking also implies typos and similar errors, disastrous products of autocorrect, grammar-nazi-proofing your emails etc. So sit back and take a quick glance at what you wrote.
 

2. Punctuality – First impression, part two

Once you’ve said yes to a meeting, make sure to arrive on time. This might easily seem like the most evident fact ever, but it somehow manages to become an obstacle in the most inconvenient moment. Calculate and recalculate the route you’re planning to use. Be careful when scheduling – think of the first step and double check your calendar, reminder, alarm clock, that one colleague that always remembers stuff, notebooks, agendas, or a fortune teller if necessary.

 

Knowing the value of time should be number one on everyone’s list of priorities. Not being able to achieve a goal or fulfil a task successfully within a previously agreed time frame can be interpreted as disrespect. It’s the same with showing up late at an appointment. And if that appointment happens to be a job interview – you’re a very unlikely candidate to be taken seriously. If you’re the person in charge of conducting the interview, well you’re just about equally doomed. Time quotes are related to way too many clichés, but time does need to be treated as one of the most valuable resources.

 

3. Dressed to recruit!

Another variable you should count in when having an interview (or a business meeting) is the appearance. Many IT and Recruiting companies, typically small businesses and small and/or remote staffing companies are about the laid back approach. It means flexibility in more than one aspect, and it surely means casual slash non existing dress code. But meeting a new client, business partner or employee could entail a new set of the rules.

 

Large IT companies or small IT companies with the tendency to appreciate suits and ties can hire (for example) a remote HR team. They might need sourcing or end-to-end recruiting services. And the team they’re looking to hire must fulfill the certain requirements regarding HR solutions and recruiting skills, but to them it’s also important to maintain the certain image.

 

Make no mistake – dressing for the occasion isn’t about the style itself, it’s about showing interest in a company’s culture. It’s being respectful. It’s also a part of necessary background checking.

 

So if you come from the track suit and yoga pants friendly working environment or from a remote job, take a good look at what’s appreciated in the company you’re paying a visit.

 

4. Did someone say background checking?

Each HR manager and IT recruiter should know the importance of assembling facts and information while doing their sourcing sorcery thing. They do need to keep track of literally everything regarding a hiring process – collecting and saving info, keeping colleagues in loop and sharing data.

 

And every tech recruitment agency must have its own system to preserve information and contacts. Recruiters are ought to use all sorts of tools in order to easily find details they need at any given time – documents, spreadsheets, etc. But it’s equally or more important to gather facts in the first place.

 

An HR must be thoroughly prepared for the interview. It does mean to have a good look at the CV, business and social media network profiles of a candidate etc. But it also requires some extra time to look up the company he’s currently working in or the last job he has had.

 

It would raise the right questions and hence lead to relevant answers – the recruiter will actually get to know about the candidate and his goals and values. This kind of approach might give the interview a much needed friendly factor and it would shift its concept from questionnaire-like form to an actual conversation.

Which leads us to the next subject.

 

5. How many golf balls can fit into an angry developer?

As we just established – inducing the right questions is the proper way to conduct an interview. What really matters is…

Well, it’s personal. It’s individual. It’s changeable. It depends on numerous factors.

And you, fellow recruiters, should hear all about it. Rather than asking textbook questions let the candidates speak their mind. Be genuine and kind of spontaneous.

OK, we need to face one fact – some of those “typical HR questions” are actually a must. No one is particularly impressed by them, but some bits of interviews have their purpose and should be accepted as such – less than fun but more than obligatory.

 

Asking these questions about someone’s actual aspirations and intentions will give a recruiter the insight in what might interest a candidate. And his preferences are mainly not about the new coffee machine or a possibility of beer pong tournament. 

 

Tell them about some truly good, and we’re speaking LONG TERM good stuff your client or employee has to offer.

 

Members of remote HR solutions teams or IT recruiting agencies need to go an extra mile in order to become deeply familiar with all of their clients’ requirements and with their goals and plans. And their clients must be aware of this and keep them posted and well informed.

 

These are some fundamental methods and tricks a successful recruitment strategy should consist of. We’d be happy to hear and/or say more about this subject. Let us know what you find significant and let’s do our best to improve hiring process.

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Tips for a better onboarding process to improve new hire satisfaction

Everyone knows that happy, engaged employee is a proactive employee, but a recruiter can’t go around and ask the employees how they feel. The more productive tactic is to plan an excellent onboarding process that will show new employee everything they need to know about the company and their duties. The thing is that more than 30 percent of employees have left a position within six months of starting, usually because companies didn’t plan the onboarding process well. Does a new employee have a good relationship with their colleagues? Do they know what the company's goals and values are? Is their work valued? These are just a few questions that a recruiter should deal with.   

Why is onboarding so important?

HR professional society SHRM define onboarding as “a process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team.” However, there are more benefits of a successful onboarding process:

Positive start

Yes, new hire accepted a job offer, but they are still not 100 percent sure that the job will be what they expect. The first impression will help them form an opinion about the company, so if this process is chaotic or unhelpful, you could scare them away.

Better job performance in the future

If the company is organized, an employee will be, too. They won’t waste their time on social media because they don’t know what to do and who they are supposed to ask simple questions. Their job performance can only go forward if the initial period goes well, so don’t leave new employees in the dark.

Keeping employees in the company

You don’t want them to leave the company after a few months. This would be a huge waste of time for everyone. Employees who go through a structured onboarding program are 58 percent more likely to stay with a company for three years or more.

Customers will keep coming

Customers see everything. So, if your employees are engaged and productive, customers will see that and keep coming. Everyone likes to work in a pleasant environment, so engage employees from the start in order to increase customer satisfaction.   There are many reasons why the onboarding process is a must for every company, but let’s focus on things IT recruiter agencies should do in order to build a strategy for the process. Let’s find out how you can make a remarkable first impression and convince new hire to stick to your brand.

Starting before the first day

Yes, the first day of the work is very important, but it’s also important to prepare a new employee before that. They may know how to get into the building, but there is a number of other relevant information that recruiters can give them before they start. Let’s see what.
  • Written plan in PDF -  every company should have it in order to skip the usual questions. Take a time to collect all the necessary information and find out exactly what you want to include in the document. You can add some things in advance, but when you finish it, you can send it to every new employee. Remember, this document should be consistent and informative.  
  • Inform new employees about new colleagues - tell them who is their new manager and introduce them to team members.
  • Tell everyone in the company that there is a new colleague coming.
  • Set up the employee’s workstation.
  • Fill out paperwork before beginning.
  Having this information will help the new employee focus on their first day of work. They will understand their new role and they will be able to assimilate into their new position better.

Introduce them to their mentors/buddies

Now that they have everything on the paper, it’s time for human contact. One way to help the new employee feel welcome is to pair them with a mentor, either a co-worker or a supervisor. However,  don’t let just any of your employees step up for the onboarding process. Make sure that you’ve chosen a person who can present a company well, someone who understands the company’s values and who is trained in the basics. A mentor can take the new hire out to lunch that first day and see how things are going. They should check them from time to time and react if a new employee is struggling with any aspects of the job. This is a great tip because they will feel that the company is organized and that people value them as a new co-worker.

Present expectations and requirements

A new employee may have experience in a similar or identical position, but every company has different rules, culture, habits or priorities. It may be obvious for people who work there, but it’s important to explain how you do things to new hires. The manager should go over the specific expectations and requirements of the role to a new employee. Putting yourself in new employee shoes could be very helpful. Don’t just tell them what they should do, but why. It’s better if they understand the company’s mission and business values from the start. People are not machines. They want to see value in the things they do.

Encourage relationship building

You don’t have to go rafting to get to know people better. Simple team building activities such as bowling or even indoor games that encourage cooperation and collaboration can help the new employee get to know the group better. This may not be one of the first steps for onboarding but you should definitely use this tip in order to bring team closer, promote companies values and boost employees creativity and productivity. However, many people see these activities as pointless and silly, so you have to find a way to make them interesting and memorable. You can’t force your employees to like each other and to hang out, but you can organize random coffee date pairings for employees or bringing teams together for a joint happy hour or a fun activity as mentioned.

Schedule check-in frequently

Just because new hires survived the first day at work, it doesn’t mean that an IT recruiter job is finished. For some people, the onboarding process will be longer and it depends on the employee’s work experience, social skills and the particular challenges of the job. Whether you think that they are doing great or not, it’s always smart to schedule a few check-in meetings with the manager and HR. They can review how an employee is doing, evaluate any progress made on goals, and get a sense for whether new hires are adjusting to the culture. Schedule check-in about a week after the employee starts, a month after and then you can do it every two or three months.

Ask recent hires for feedback in order to improve the onboarding process

Getting feedback from new employees can help you improve the onboarding process and make constructive changes in a company. Use check-in meetings to ask new hires about the onboarding process, or make the feedback anonymous rather than soliciting suggestions during one-on-one meetings with your team. This way they will feel more comfortable expressing negative experiences so you can use more honest answers to improve the process. Did they feel welcomed and part of the team right away? Or did they felt alienated and unsure of their role? Getting feedback like that can help your company decide whether to switch to a different method or to stick to the existing one.

Emphasize company goals and visions

Even though new employees try to hide it under masks of smiles and enthusiasm, they are under pressure during the first week. So, it’s important that mentors/buddies constantly communicate the importance of their contributions to the growth of the business. At the end of the day, mentors should review employee performance, encourage them through any errors and emphasize company ideals. Simple tasks build confidence, so let them get used to the company and colleagues in order to handle more difficult jobs down the line.

Conclusion: Care about the details

As you can see, IT recruiter agencies have to plan the onboarding process in advance. This is not some random welcome gesture, but the comprehensive plan. Recruiters should prepare all necessary documentation, choose a person who will welcome new employees as soon as they arrive, take them on a tour of your company, show them their workspace and introduce them to their new colleagues. Moreover, a recruiter should schedule the first-day orientation, surprise them with company branded gifts, but also make sure that their new colleagues take them out for lunch. It’s important that new hires feel comfortable in the new environment, that they feel free to ask questions, and more importantly - that they want to stay in the company. If you don’t want to go through these steps over and over again every few months with new hires, it’s crucial to carry out onboarding process as well as possible. Remember, humans have feelings, so communication is the key to every problem.
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What are the steps in recruitment (the process)?

Finding an employee is not just a random process. It takes time and patience to find a right person for the job that believes in the company's culture and has the skills to do the job well. Companies don’t want to waste their time on a wrong person, so they hire a professional to find an employee that fits the best in the company. So, if you ever went through the recruitment process, you know that there are a few steps that will lead you to actually getting a job.

What is actually the recruitment process?

A recruitment process is an important part of human resource management (HRM) that isn’t done without proper strategic planning. Although every organization or company has a goal to find the perfect person for the job, they can have a different approach to this process. Every organization and company is different, so what works well for one company may not work well for other. That’s why every hiring process is different and the person whose job is to find the best candidate has to be insightful.

One of the biggest prejudices about this job is that you have to just submit a position to online job posting boards and waiting for the applications to roll in. Not every A-level candidate is actively looking for a job, so recruiter should also approach people who already have a job. Further, they have to identify, recruit, interview, hire, and retain the best candidates available in the marketplace. So, let’s dig deeper into the recruitment process. This steps will help you understand why you have to go through all these interview and tests when applying for a job.

Step 1: Clear job description

Whether somebody just left a job and a company needs a replacement, or they want to open a new job position, a recruiter has to know what the company really needs from a candidate. That means that a recruiter has to prepare the complete job description that includes both hard skills and soft skills. Nevertheless, they can’t just copy the description that was made before the last employee left. IT recruitment agency has to update it and put all responsibilities needed for the job. A clear job description will enable candidates to understand what is required of them and motivate them to apply.

Step 2: Planning the process

Once a recruiter is done with identifying the hiring needs, they plan the process - how many people will they call, which communication channels will be used, how will they approach to people, etc. Preparation is the key to success and it will make recruitment much easier. The plan will save both IT recruitment agencies and candidates time.

Step 3: Hunting for potential candidates

Companies usually share a job application on all social media platforms they have and advertise it, but they shouldn’t wait for candidates to approach them. Sure, maybe the perfect candidate will apply, but the recruiter has to “hunt” for high-level A-players by using other channels. Perfect candidates aren’t going to rain down from the sky, so companies should try to find them on LinkedIn, social media groups, or even ask someone for a recommendation. As you can see, there is a reason why people call recruiters “headhunters”.

Step 4: Recruiting the best candidates

It’s time to identify and recruit candidates that match a company’s needs the best! Good candidates should quickly and clearly highlight if a recruiter follows the job description. However, companies should sell the story about the company and convince candidates that this job is a great opportunity for them. Top IT professionals are not interested only in the job, but the company itself. The company culture could be the turning point for them. However, recruiters should inform all applicants about the status of the application, whether they got to the next step or not.  

Step 5: Testing

For some companies, the next stage is to send a test to top candidates and see if they were telling a truth in a resume. For others, the next step is an interview. A test can help companies find A-level candidates and see if they are able to get the job done well and fast. Usually, you have a limited time to finish the test, but this is the opportunity for you to see what you know, and what skills you should develop. After testing, companies will have a much shorter list of candidates that will get to the next stage of the recruitment process - the interview.  

Step 6: Face-to-face interview

When it comes to the interview, it’s important for both recruiter and candidate to be prepared. This is a moment when companies should find out more about the applicant’s background, skills, and even personality to see if they fit with your company’s culture. Recruiters should make a list of information they need in order to make the interview session much more structured. However, this is not a one-way conversation because A-level candidates want more than just a job. They want to find out more about the company, so the recruiter job is to sell a story, tell them about benefits they’ll get if they start working for them. Nevertheless, if the interview last too long, top candidates can lose interest in the company. A candidate may be interviewing with more than one organization, so the recruiter has to inform them where they are in the process and what to expect in the near term.

Step 7: Offering employment to the best candidate

Hiring the wrong person can be extremely costly, so recruiters have to double check all references and other information they have about the chosen candidate. The offer stage is one of the most delicate stages of the recruiting process and IT recruitment companies should never take for granted that a candidate is going to accept an offer. However, if they’ve done all of the proper work beforehand, everything should go well. Sometimes, they will have to extend the offer, so if they are sure that they’ve found the right person for the job, the company should satisfy the candidate’s expectations.

Step 8: Hiring proposal

In the best case, the candidate will accept an offer and take a job. However, they may reject it so IT staffing agency will have to offer a job to the next candidate on the list. Once they find the candidate that is satisfied with the salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate, they can sign the papers.

Step 9: Onboarding of the candidate

Once a candidate does accept the offer of employment, and the official hiring is done, HR department should prepare the onboarding process that includes a welcome session, shadowing for a period of time, and a follow-up. The chosen candidate should feel wanted before they officially join the organization, and HR should also check them from time to time in order to see if they are satisfied with the job, company and team members. Remember, the goal of every company is to retain this employee.

Ready, steady, go!

The recruitment process is an opportunity for you to see what you know and what skills you have to improve, so don’t be disappointed if something goes wrong. It’s important to look at every job opportunity like it’s the only one - you have to adapt a resume and motivation letter to the particular company. You can see what they need from a job application and their website so you can underline the skills and experience they need in your resume. These steps will help you understand how IT staffing agencies work and prepare you for the next step, but remember that every company is different. Going through a recruitment process over and over again can be stressful and exhausting, so make sure that you’ve done all of the proper work beforehand. Maybe the next job offer is perfect for you, so good luck!

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How to Spot a Good Recruiter from a Bad One

There are incredible IT recruiters that will do everything to help both companies and job seekers to find what they are looking for, but there are also a ton of folks who just want to close the deal. Nowadays, it’s easy to become a recruiter, so some people are not taking this job seriously. You can call yourself a recruiter right now, but you have to earn people’s trust through your words and actions. To become an IT recruiter, you don’t necessarily have to come from HR backgrounds. Some of them may have experience in design, marketing, customer service, coding and a variety of other fields. IT recruitment companies hire recruiters who care about people and have the skills to find the best match for the job position. So, what makes a good recruiter and how can you recognize the bad one? Let’s find out!

Signs that you have to break up with a recruiter

First, we have to ask ourselves why are there so many bad recruiters that ignore candidates, don’t get back in touch with them, or even lie to them? Well, nobody likes to tell people that they didn’t get the job, and junior recruiters probably don’t know how to handle this situation. However, there should not be an excuse for this kind of behavior. So, if you notice behavior on the list below, you should seriously consider finding a new recruiter:

A bad recruiter:

  1. Asks you standard questions without trying to connect

  2. Doesn’t listen to you

  3. Doesn’t send you a rejection letter or feedback

  4. Ask intrusive questions

  5. Doesn’t call you unless there's something to report

  6. Bully you into taking the first job offer

  7. Doesn’t give you a feedback after an interview

  8. Lies to you

  9. Keep canceling their interviews last minute

  10. Ignores your email

 

That is not the person to be your representative. Now, let’s talk about good recruiters. First of all, they don’t use your vulnerabilities to get you a job you don’t really want. They are trying to build a long-term relationship and they are patient with you. But let’s go into details. You will easily notice if it’s time to break up with your recruiter.

   

Good recruiter...

1.Tries to get to know you

Good recruiters won’t brag about other candidates they placed into jobs and talk about them. On the contrary, they will ask you questions about your experience and career path, what do you want to do next, and what do you expect from a company and a job. While a bad recruiter may talk over you, a good one will listen to you carefully. Further, they should know a lot about you before they even call you. Your resume, LinkedIn profile or blog will tell will help them get to know you before even talking to you, so you better update your profile and portfolio.

2. Keeps communicating with you

Yes, recruiters have to reject more candidates than they hire, but that doesn’t mean that they should just stop communicating with you. They should find a way to turn rejection into a relationship. Sending a post-interview rejection letter should be a must, but it’s even better if they send you a personalized email. If they do so, stick to them because they are trying to build a relationship with you and to stand out from others. Any suggestion they give you can be helpful. You should appreciate these details and use them to improve your skills for a next interview they schedule for you.

3. Doesn't ask intrusive questions

Why would you tell anyone who you barely know personal things about your life and career? A recruiter has to earn your trust, so if they ask you about your relationship, kids, or current salary, just stop any contact with them. However, they can ask you for your target salary. When we switch jobs, a slight increase in pay is a good deal.

4. Engage past applicants

Good IT recruitment agencies know where to find experienced candidates, but they also keep in touch with past applicants. They don’t just wait for a job opening announcement to start looking for candidates, but they send you an email once a week to check on you. Even mail message that lays out your terms for engagement can be helpful for potential candidates. Engaging passive candidates is very important for creating a strong network. Remember, they represent you, so they should care about you!

5. Respects your expectations

To understand job seeker needs means putting yourself in their shoes. So, a recruiter who talks down your expectations is not worth your time. If you have high expectations, they will explain if they aren’t reasonable. However, they shouldn’t bully you into taking the first job offer you get. No matter how desperate you feel about finding a job, a recruiter is here to help you find the job that suits you the best. Good recruiters need to really dig into hiring managers’ needs to understand candidate requirements. After all, a recruiter should send only a few resumes instead of tons they have received. To thoroughly research each role they recruit for, recruiters should do more than just read a job description or get a list of desirable skills from the hiring manager. They should know more about the IT department and the extra qualities they should be looking for. So, if they have all these skills, they can advise you about your expectation.

6. Plays multiple roles

There are so many roles a recruiter have to handle. Sometimes, they are marketers who post compelling job ads, sometimes they act as salespeople or PR who boost their company’s employer brand, but more importantly, they should know a bit about psychology to better understand candidates’ reactions. They have to interact with so many different people with different needs every day. Not everything is about finding a perfect person for a job. Recruiters have to interact with clients, job seekers, they participate in the onboarding process, and get frequent feedback from new hires. A good recruiter is able to handle all of these things on a daily bases. More importantly, they are able to stay calm and friendly to job seekers, although sometimes this job isn’t easy and stress-free.  

7. Leads you through the process

How many steps in the recruiting process will you have to go through? How to prepare? A good recruiter should inform you about all the details. If there is an issue, they invest their time to help you solve it. After a job interview, they will give you feedback. If they don’t do so, or if they say that the employer won't return their calls, something is wrong. They should use all these qualities that made you trust them in the first place in order to find you a job.

8. Speak the truth

The truth can be hard to swallow, but that doesn’t mean that a recruiter should lie to you. Sometimes, they will tell you that a job is not right for you. Don't hate the recruiter for telling you the truth. However, a great recruiter should be able to speak the truth in a way that is not offensive but that will clearly convey exactly where candidates stand. After all, they had handled a number of applications and they know what both you and a client wants. Nevertheless, if they try to shine you on for weeks, telling you that they are still waiting to hear back from the client, they may not know what they are doing. So, dump this recruiter and find someone who behaves as professionally as you do.

9. Build long-term relationships

Can you rely on your recruiter when making hiring decisions? A good recruiter should have consultative skills, but they should also send you relevant job offers. Just as consultants deliver advice based on their knowledge and expertise, great recruiters exhibit the same behavior.

Bad recruiters will just drop your resume after the first rejection, but the good one will stay in touch with you and let you know about other jobs at their client organizations. You will easily notice the great recruiter because you will keep returning to them whenever you want to change the job.  

You’re not just a number!

Let’s be honest, dealing with recruiters can be time-consuming, and sometimes exhausting. But it doesn’t have to be! A recruiting process is a great journey if recruiters treat you well. You have to value yourself, so don’t let some stranger ruin your career path. Professional IT recruiters can help you find the perfect job, so let’s find the new job opportunity together!

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