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How IT Managers Can Use Recruitment Agencies Effectively

Posted by Optimize | Jul 4, 2017 8:16:00 AM

Specialised recruitment agencies should get to know the needs of your company as you develop a relationship with them over time. But you want results quickly, so here are some tips on how to use recruitment agencies effectively, especially for IT Managers.

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The IT Industry is a difficult field to recruit for because only people considered “in the know” often are aware of what is required from each of the roles. Tech language is specific to those in the industry, so if you’re working with a recruiter who sends you a Full Stack Developer instead of a UI Developer, then there could be problems as any IT Recruitment Agency should know that a Full Stack Developer is familiar with each layer of development without specific mastery of any; whereas a UI developer, will have honed his or her HTML, CSS, jQuery, and Javascript (sometimes Silverlight and Flash) to ensure your website will provide the best user interactivity and experience.

Here's what you should be asking yourself before you place a vacancy with an IT recruiter.

 

Does Your Recruiter Know the IT Industry?

First of all, many IT Recruitment agencies claim they know what they’re doing, but after a little interaction you’ll get a feel if they really do or not. For a start, make sure that they have successfully placed specialised IT roles before, and ask for their placement history and success. You need to have a successful working relationship so make sure they understand the salary progression for each type of role (including industry benchmarks), and they have a roundabout understanding of what each role entails, and what you’ll be looking for - what skills applicants need to have. Specialists should be able to understand what your applicants will put on their CVs, and how different roles can go by different names (for example: a business analyst can go by business architect or enterprise wide information specialist) so they won’t be filtering out perfectly qualified candidates due to lack of knowledge.

 

Develop a Relationship

If you find a recruitment company that knows what they’re doing for the IT industry, make sure you develop a good relationship with them. Quality tech people are sought after. Everyone needs tech roles these days so you want to ensure that your recruiter is giving you top-notch candidates as soon as they hit their doors.

 

Since recruiters are working for you, you have a right to get to know them. Where possible, always meet your recruiter face to face. Take time to find out about their background, what they get up to in and out of work (on a surface level, of course!), and assess if it's the type of company who is willing to understand your needs. You want to develop a personal yet professional relationship with your recruiter - so it's a good fit for all involved. 

 

Check They've Hired in IT Before

You want to make sure that your IT Recruiter understands the job roles and titles. Just as mentioned, IT roles can go by many different names and requirements can vary for each role. From QA Tester to Technical Writer to Software Sales Consultant, the roles vary in required skills, tech knowledge, and trainability. A QA Tester, perhaps, will need to come to the role fully formed (i.e. know what to do off the bat), but a Tech Writer with the right training can learn the role in time as can a Software Sales Consultant - i.e. with some jobs gaps can be filled in with training, whereas others need to have the candidate that meets an exact specification. Therefore, it’s up to you as a company to decide if you want candidates that match a specification or if you’re willing to train them up to it. Make your requirements known to your IT Recruiter.

 

To ensure that your recruiter has hired in IT before - for the kind of roles you offer - ask your recruiter if they have a briefing template or spec sheet for the hire, or simply ask the recruiter what they need to get whichever type of candidate you want. Whilst the person employing the recruiter should do as much as they can to instruct, a good recruiter will already have a system in place to get the information they need from you, either in an initial consultation, phone call or questionnaire. 

 

Make the Offers Attractive

Tech roles are in high demand, and that means you may have to put your money where your mouth is. Since recruitment agencies take a percentage of the employee’s final salary, you will need to offer a really attractive salary package and/or benefits package to entice the best to come and work for you. Tech employees expect the fun and flexibility of the most popular tech brand offices, so make sure the job, the salary, and the company culture match. Making an attractive offer will also make it easier for your IT recruiter to find people to work for you since they’ll most likely mention your company first when trying to find a great role for the candidate (but really the company since they work for you).

Since your IT recruiter is recruiting the top IT talent (with salaries to match), the most effective IT recruiters will command the highest fee (as they deliver the best value). Whilst taking on a specialist may seem expensive compared to the rest of the market, consider the cost of delays or the wrong person being hired.

 

Find A Faster Way to Develop Relationships with IT Recruiters...

Need help developing recruiter relationships, or finding specialists? As we said, finding the right IT Recruitment agency is tough; we are here to help. Sign up for our FREE Agency Marketplace where you can get instant access to agencies who put forth their best candidate, saving you from spending time finding an agency who meets your needs. 

 

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Topics: Hiring

Written by Optimize

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