If you’re about to start a new project and need someone with IT job skills you don’t have in-house, what are your options?
1. Train Existing In-House Talent
Send one of your IT people to a training.
This could be a good investment in human capital—especially if your company will have an ongoing need for these specific IT job skills.
Training will take time, and acquiring a satisfactory level of proficiency takes even more time.
Be aware that the employee you send to the training could move on, leaving you once again without the talent you need.
2. Recruit a New Employee with the Required IT Job Skills
Another option is to recruit someone with the required skills yourself.
Recruiting quality full time talent in IT, can take a lot of time and effort.
You need to know where to look; you have to advertise the position; and then you have to oversee and conduct the interview process.
There’s no guarantee that if you find a candidate you like, he or she will accept the job.
Competition for top IT talent is high, so the best candidates are often weighing a number of job offers at any one time.
3. Work with a Recruiter
Your third option is to work with a recruiter who specializes in IT staffing.
This often proves to be the best choice for a number of reasons.
When you contract a recruiter to find you the right candidate, the recruiter knows his or her reputation depends on succeeding in a way that best meets all of your requirements.
A great recruiter will go the extra mile to deliver a great solution.
Additionally, no matter how well a candidate does in an interview, it doesn’t ensure the best performance on the job.
Before recruiters even agree to represent a candidate, they check their qualifications, experience, and references.
By the time a candidate is presented to you, the recruiter knows he or she possesses the right IT job skills.
Recruiters also have large, existing talent pools. They only present candidates who they know are available and serious about a position. That means you don’t have to worry about a candidate getting cold feet at the last minute.
Finally, if you establish a strong rapport with your recruiter, you don’t have to settle for subpar performance. Many staffing agencies will provide replacements free of charge in the event a candidate doesn’t work out.
Over time, your recruiter will become increasingly familiar with what type of talent fits well into your company culture. That goes a long way to streamlining the recruitment process.
What It’s Like Working with a Recruiter
Your partnership with your recruiter needs to be one of collaboration and communication.
The better you can work together, the better the results. It’s best to prepare some information, prior to starting a talent search.
- determining what kind of IT talent you need
- how long of a time period the talent is needed
- the amount of time you have till the position needs to be filled
- what your budget is
Next, outline the requirements for expertise:
- Ask yourself if certifications are needed, or if experience is acceptable.
- Determine what soft skills he or she needs. For example: leadership skills, communication skills, or problem solving abilities.
- Note down some points that describe your company culture, since someone who’s a good cultural match is more likely to succeed on your team.
Create a brief description of the project, including the objective, scope, and projected duration.
Then, ask yourself these questions:
- Will you need fulltime or part-time hours?
- Can any work be done offsite?
- Are there any aspects of the project that are likely to attract top talent—such as the opportunity to work with an expert in the field or for a high-profile brand?
- What are the job duties?
- Who else will be collaborating on their team?
- Who will the supervisor will be?
Set the parameters of the search:
- Determine how long you have until the candidate needs to start
- Figure out your budget, both for the candidate’s remuneration and the recruiter’s fee
- Note how often you want the recruiter to check in with you
- Confirm whether it’s best to communicate via phone or email
With all of this information in hand, it’s time to contact your staffing agency!
Your assigned recruiter will send you a job order to fill out—that’s where you’ll communicate the data you just collected.
The recruiter will review the job order and ask any questions he or she may have.
You’ll agree on a number of specifics regarding the candidate selection process, such as:
- including which recruiter will lead the search
- whether there will be any phone interviews
- how many interviews there will be
- if candidates need to take skills tests or personality tests
- whether you require any background or drug screening
- confirm who will make the decision on which candidate to hire
By now, your recruiter should have sufficient information to start the search. It’s your responsibility during the search to answer any emails or calls from the recruiter. Be as cooperative as possible; if you’ve said you want to conduct the final interviews yourself, be available.
If the recruiter proposes a candidate you don’t think will be a good fit, explain why. The more information you can provide your recruiter with, the more defined the search becomes.
Once you’ve found the top IT talent you’re looking for and your project is underway, it’s useful to remain in contact with the recruiter to let him or her know how the candidate is doing.
Using a recruiter to find the best IT job skills for your project can be an efficient, cost-effective process that provides you with the talent you need, when you need it.
By being prepared, as well as making sure to collaborate and communicate properly with your recruiter, you can build a working relationship that will help you get the talent your company needs for years to come.