Technical Recruiting

Are Technical Recruiters a Good Source of Qualified Employees?

admin — Wed, 09 Dec 2009 22:42:51 +0000

There are many different reasons why you should turn to technical recruiters to find the right people for your company. If you had to put a price tag on what it costs your company to hire one individual, how much would that be? For many companies, it could costs hundreds of dollars. This is often due to the verification that is needed that the employee has been completely honest on the application or resume. In order to fill a technical position with the best possible candidate, you must know that the applicants can do what they say they can do.

Technical Recruiters Take Care of the Legwork

One of the most time consuming parts of any hiring process is the verification of education, experience, and employment. While some of the best technical employees have taught themselves, most have attended some type of formal education in their specific field. In some of the more competitive companies, loyalty and confidentiality must also be a concern. Many of today’s technical recruiters are now offering background and credit checks, as well as psychological testing services. You simply cannot be too careful anymore and this is one way to protect your company’s interests.

How Do Technical Recruiters Get Paid?

Most recruiting search firm services today are paid by the company that is looking to hire an employee. However, some do require a minimal fee from the applicants who are looking for work. There are even a few companies that collect fees from both the company and the individual. Whatever the fee schedule is, make sure you get it in writing and you know what is expected from your end. This will make the process go much more smoothly.

A Few Final Thoughts

When you contact a technical recruiting firm, you are putting their years of knowledge and contacts to work for you. It’s one of the smartest things you can do for your company.

Technical Recruiters: Helping Companies Find Professional Technical Support Staff

admin — Thu, 03 Dec 2009 22:41:01 +0000

One of the fastest growing fields in the United States, and even in other parts of the world, is the technical industry. This field is very broad and can encompass computer programmers, network administrators, and even gaming designers. If your company has the need for professional, highly specialized technical employees, then you should look to technical recruiters to find these individuals.

Technical Recruiters May Know More about the Profession than You Do!

If you are in charge of hiring employees, but your company only has a handful of technical support staff, then a technical recruiter is likely to know more about this field than you do. Many times, this field is so specialized that while upper management may know what is required from their technical employees, they don’t have any idea why. This can make interviewing applicants very difficult. You may find that much of the software, equipment systems, or even security systems are way over your head. Technical recruiters are familiar with these fields and will be able to send you the right candidates for the job.

Put the Technical Recruiters Contacts to Work for Your Company

If you don’t know a lot about the field you are hiring for, then you will appreciate how widespread the technical recruiters’ contacts are. They can find individuals that are more than just adept at your particular systems and computers, they are experts. If you simply advertise in your local paper, you may not find the quality of personnel you are searching for. Technical recruiting firms can search across the country, and even across the globe to find the people you need.

A Final Thought

If you’re searching for a specific type of knowledge for your company’s open position, then it’s time to get in touch with a good technical recruiting firm. They can give you several candidates to choose from and you should feel confident that these people are more than qualified for the job.

Technical Recruiters: The Answer to Many Companies’ Hiring Problems

admin — Sun, 29 Nov 2009 22:36:46 +0000

If your company has a need for qualified technical personnel, then you may want to consider using the services of technical recruiters. They are the experts when it comes to locating and placing the most professional, qualified individuals in technical positions. These positions might include a computer programmer, network administrator, gaming design, or even building security administrators. Here is how technical recruiters work:

How Technical Recruiters Find the Best Applicants

You may wonder how technical recruiters find their placements. Most have spent years developing and nurturing contacts and connections that will help them find just the right people to place. They spend hours at career fairs and colleges, hoping to find the technical minded people that will fulfill the needs at one company or another. When these individuals are located, they are placed in a database. Each time one accepts a position, they are removed from the database. Therefore, the technical recruiters always have an up-to-date directory of qualified individuals.

What You Will Be Required to Do?

You will need to complete a questionnaire that lists the qualifications you feel are necessary. This may include any specialized certifications or licensing. You may also want to include any technical systems where expertise will be needed, such as specific software, computer programming skills, or even gaming platforms. All of this will certainly help the technical recruiters find just the right person for your company.

Some Additional Information

You’ll need to sign a contract that lists what is required by both parties. Make sure it has the technical recruiter’s policy on what happens if an individual leaves within the first year of employment. Most will specify that you are entitled to another search at no charge. However, if you have done your job, and if the technical recruiters have done theirs, most employees should be quite satisfied with the placement.

Three Reasons to Use a Technical Recruiter to Find Qualified Applicants

admin — Fri, 27 Nov 2009 22:31:59 +0000

One of the most difficult things to find anymore seems to be qualified applicants, especially for technical positions. While many people may have the education, they may not have the experience needed to fill some positions. If you were to advertise the open position locally, not only are your candidates going to come from the same area, you won’t find as many qualified applicants as if you used a technical recruiter. Here are three more reasons to use a technical recruiter.

#1 Technical Recruiters Make Your Job Much Easier

Not only do technical recruiters have the contacts to reach more potential applicants, they also have a large database of applicants that have already passed through strenuous background and employment checks. This means that you may be able to fill the open position very quickly. You don’t have to mess with all the verifications and checks. These can take a significant amount of your time and resources. A technical recruiter can make your job much easier.

#2 Specialized Skills Can Sometimes Be Hard to Find

If your company needs a specific kind of technical employees, such as a computer programmer, network administrator, or other IT professional, then you may have better luck finding whom you need with the services of technical recruiters. You simply list the qualifications that are needed. This includes specialized training in certain types of computer software, network systems, or even gaming design. The recruiters will find you exactly who you need.

#3 Technical Recruiters Can Sometimes Negotiate Salaries

If the technical recruiters have located a person you think is really an outstanding choice for the position, but the salary is the sole point of dissension, then the technical recruiters can often negotiate with the applicant to see if both parties can be satisfied. This is an additional service of the technical recruiters that is often overlooked in importance.

Technical Recruiters: How Does Your Company Fill Its Open Positions?

admin — Wed, 18 Nov 2009 22:40:22 +0000

If your company still uses a human resources department to fill open technical positions, then it’s time for a change. The latest trend for many companies is to hire technical recruiters. This is an excellent concept and it can save you a lot of money and time. Instead of spending hours and hours looking through applications, simply let the technical recruiters locate the best candidates for your company’s open position.

How Do Technical Recruiters Work Their Magic?

It’s really quite simple. The technical recruiters will find individuals that are looking for employment in a technical field. The contacts that these recruiting firms have built over the years will supply them with plenty of people who are looking for employment. These individuals are only the best and brightest techs around. Another nice thing about the recruiting firms is that they take care of all the groundwork. You don’t have to do the requisite background checks or employment verifications. The technical recruiters have already taken care of this. You simply get a list of applicants that meet your specifications.

What About Highly Specialized Training Requirements?

You can request that the recruiting firm only forward those individuals who have the specific training your company needs. This could include software programs, gaming platforms, electronics technicians, and a variety of other areas that require technical expertise. If your company is not interested in training someone new, then you may want to emphasize the need for only experienced applicants. The great part about using the services of technical recruiters is that you determine who even gets to put in an application! You will never have to wade through all the applications that simply don’t qualify. What more could you ask for when it comes to hiring the right people?

Recruiting for Technical Positions

admin — Wed, 08 Jul 2009 19:32:29 +0000

One of the most competitive fields in today’s job market is technical jobs. Computer jobs, IT positions, engineering, programming, and more, are all technical jobs that more and more companies are in need of employing. Fortunately, the technical field is also growing with people pursuing jobs in it. Unfortunately, not everyone has the proper skill set for this evolving market. The technical world is constantly shifting and experiencing new advances. Technically trained individuals need to keep abreast of the new developments and become experts in their field in order to be a viable asset to your company. Unless you have a broad knowledge of the technical world, it can be difficult finding the right person to fill a vacant technical position. There is plenty of jargon that can sound impressive during an interview with a potential candidate but what they are speaking of may not actually apply to the position you have available. How do you ensure that you are finding the most qualified person for the job? Many companies are turning to technical recruiters to help them with the hiring process. Technical recruiting can be invaluable because recruiters in this field stay on top of the shifts that are occurring in it. This means that a technical recruiter can assess with more certainty just how much knowledge an applicant possesses about the job that you need to fill. You will need to work closely with your recruiter to make sure that you give them all the information they need to make these assessments. What exactly will you need fulfilled by your employee? By making sure all pertinent information is known, you can rest assured that the potential candidates you are presented with are the top talent in their field. The benefits of using technical recruiting certainly outweigh the costs, according to most companies.

Why Technical Recruiting is Important to Your Business

admin — Tue, 07 Jul 2009 20:18:33 +0000

The challenges of filling a technical job within your company are something that need to be faced with knowledge. If you find your company is in need of a technical position being filled and you are not versed in technical know-how and jargon , it can be difficult to assess who is qualified for your position and who is not. This is why relying on technical recruiting is a growing trend among many businesses.

Technical recruiting agencies are skilled at finding the top talent in the ever evolving field of technical knowledge. It is part of the employer’s responsibility to do research and know exactly what they are looking for in a technical employee. From here, recruiters will fulfill the employer’s requirements in a timely fashion. Recruiters have a database to draw from of qualified candidates, that they have screened and processed. Based on the strength of their resumes these candidates have undergone preliminary interviews, had their references followed up on and even undergone background checks. If within this database, the recruiter has the ideal candidates that means that the hiring process can be very swift. However, if further searching needs to be done, the recruitment agency will take on the responsibility of finding new candidates and sorting through the excess of applicants. While this is an extra step, recruitment agencies first priority is to their clients. They will work with greater urgency to find the right candidates with expediency. Time is money in the world of recruitment and the faster a recruiter can find the right fit for a company, the more likely the company will use the recruiter’s services in the future.

Finding a reliable technical recruiter can be an invaluable resource to your business. While the recruiter completes the tedious yet important steps of the hiring process, your focus can remain on the daily activities of your business. You can trust that the technical recruiter you hire is qualified to find the top talent in their field.

Career Change with Technical Recruiting

admin — Wed, 18 Feb 2009 22:35:43 +0000

Despite the technical leaning of qualified engineers, there are a variety of jobs where they can be successful. Executive search companies help candidates to identify their true strengths and provide mentoring and guidance by suggesting possible job options that they can consider. Sometimes, engineers who feel the need for a change from the technical field into one that involves design or communication or travel take the help of technical recruiting to shift careers.

Skill Identification

An IT technical recruiter may come across a candidate who prefers to move out of the field of Information Technology into one related to design. The recruiters will ascertain whether there is a design related qualification or a preference for design during the engineering study course. Professional certifications are a tool to show the individual’s capacity for the preferred career. On the other hand, a shift to sales requires communication talent and a visible extroversion that tells whether the aspirant will be suitable to the job. Additional qualifications or experience in sales and displayed understanding of business and marketing are helpful in technical recruiting.

Possibility Identification

Once an engineering recruiter has concluded the presence of a necessary skill and attitude in a career change aspirant, the task of identifying possible vacancies begins. An environmental engineer is not easily considered for a vacancy in marketing and sales and it becomes necessary for the technical recruiting firm to put forward the candidate and convince the client for a meeting. The firm may take the further step of highlighting the diplomas, degrees and recommendations for the candidate to strengthen the candidate’s case. A design engineer may be considered for a position in marketing since the creative capabilities are being extended to another field. However, a recruiter’s help proves invaluable when the career change does not seem to have an inherent logical extension in the choice.

Company Identification

Executive recruiters can help candidates with names of possible companies to which an unsolicited resume can be sent with an interview request. The technical recruiting firm has market intelligence about companies that are willing to take aspirants who think differently and are willing to take an entrepreneurial effort in their careers. The candidate is then advised about preparing an application and presenting an effective case for a career change.

Network Identification

Technical recruiting companies are well connected and aware of individuals who matter in companies. A structural engineer will normally be connected with others in the same field of work or study. But if there is a feeling that it is worthwhile trying a hand in Sales or HR, it is better to identify a few people who can understand the candidate’s aspirations and advice the candidate about possible study courses and individuals in companies to contact. Often, entrepreneurial start-ups are open to considering candidates who are willing to take a risk and be a part of a new venture. These meetings and selections occur through word of mouth and can be a good way to satisfy an aspirant’s desire to be a part of something more exciting than a normal corporate career.

Top Services Offered In Technical Recruiting

admin — Tue, 17 Feb 2009 22:33:35 +0000

Engineering recruiter shortlist and interview are a common service offered by those in the business of technical recruiting. Some IT technical recruiter firms go the extra mile of managing an outsourced recruitment function for you. They take the responsibility of managing your recruitment website, analyze the resumes, manage the resume database, provide candidates on need basis and provide professional reporting services that tell your organization about the efficiency with which the recruitment function is being managed.

Advertisement and website management

Companies may choose to use advertisements through the printed channels or initiate a website through which they accept applications or keep both options running parallel. Resumes that come in through the website need to be studied and coded for the type of job that they suit. Technical recruiting calls for defining whether an application is for a technical specialist role or a managerial role. Any information gaps that the resume has are filled by getting clarifications on the phone. An engineering technician may be looking for work in a specific area while there is a vacancy elsewhere. The individual’s openness to being considered for a different field is identified as soon as the application appears on the website or reaches the office of the executive recruiters.

Resume database management

A software engineer may apply for the position of a manager in the sales department. In the absence of an immediate vacancy, the resume needs to be coded in such a way that it can be accessed when there is a suitable vacancy. The candidate is called and aspirations are understood, notes are made and the resume is coded appropriately. Technical recruiting demands clarity on the true aspirations of candidates since technically sound professionals are often averse to moving to non-technical jobs that provide new experiences. Once this type of resume comes up, the organization may have to be alerted in case of interest in meeting the individual immediately.

Candidate management

Candidates on shortlist may go through interviews at different times and locations, the status may be okay, on hold or rejected. The candidates have to be provided information of their recruitment status and the client has to be provided with the recruitment status of existing vacancies. Technical sales recruiters will keep a ready database of candidates who are open to moving from the technical to sales field. They will contact the candidates in advance to discuss possibilities and make notes on the candidate’s papers.

Reporting services

Technical recruiting firms provide the client with regular updates on recruitment activities carried out, success rate of a recruitment exercise, time taken for conversion from candidate to employee and cost associated with the exercise. This service ensures that the recruitment firm is monitored. Consider a civil engineer who is being recruited for a project. The cost related to the recruitment of the candidate is an additional expenditure over the cost related to the tenor of the vacancy. The period of time that an unfilled vacancy remains so, is the time spent on the job remaining undone while the recruitment team continues getting paid for the services of a search.

Build Your Company’s Image Through Technical Recruiting

admin — Mon, 16 Feb 2009 22:37:42 +0000

The product, advertising, revenue earning and general information about a company create an image in the mind of candidates. Companies are categorized as old or young, exciting or boring and capable of providing good exposure or otherwise on the basis of these impressions. A company that plans to change image needs to manage this on a number of fronts. Recruiters have the bandwidth to spread the information about your company’s dynamism and change the image. This is an effort that can be done at no extra cost; all you need is creative thought and implementation in technical recruiting.

Your company image

Identify how you are viewed by a retained executive search firm and candidates. This is possible to see when you analyze the rate at which vacancies are filled. If your company is not a high paying company, it should be seen as one that provides good training and work related exposure. If the image is one of a plodding company filled with old thought, convert the image to being one that focuses on core strength and performance rather than flamboyant imagery. As long as your company talks about what it is good at, it will attract resources that understand and want to be a part of your thought in technical recruiting.

Talk about your company

Call your technical recruiting partners and talk about the mission of your company. Engage them and invite them to be a part of your future. Make a presentation that infuses the audience with the enthusiasm to be a part of your grand plans. Tell the technical sales recruiters what important processes are to be incorporated in the recruitment engine and tell them how they can up their internal recruitment capability by working with you. Once you have a motivated and enthused audience get into details about your company.

Detail the work environment

Describe the kind of work environment you offer to your specialists. Your company may be an interesting workplace to a biomedical engineer because of the research and work exposure possible. Inform your technical recruiting partners about the impetus you are giving to certain sections of your business so that they are aware of the type of talent you are likely to look for. Focus on your strengths, if your company is rich in talent and work experience, counter the argument that old people are retained and there is low scope for growth. Talk about the importance of specialized skills and your company’s respect for it.

Engage the recruiters

Share the company’s growth path with the head hunters by sharing the divisions, locations and possible job profiles that a person can grow to. In case you select an industrial engineer, explain that the person’s choices are not limited to only technical work unless the person excels in it and displays a keenness to grow in the field of technical specialization. If your business requires a high skilled maintenance engineer explain the possible growth path for the candidate by focusing on the company’s flexibility to allow cross functional exposure.