Recruiters use different methods to fill open IT positions.
We've already established in a previous post that effective recruiting has elements of both art and science in it. Recruiting technology may rub some people the wrong way with its impersonality, but it isn't going anywhere because it is effective at narrowing down the candidate pool and weeding out the unqualified so that recruiters don't have to waste their time actually looking at resumes they wouldn't consider.
So here's a tale of two IT recruiters. Which one would you want to work for your company?
Recruiter A knows his applicant tracking software backwards and forwards. He has lots of clients, so he saves time by using the ATS software to pinpoint precisely the skills each employer lists for each job opening they have. Once a workable list is available, he reads each approved resume, looks at the candidate's LinkedIn page and a few other social media sites to get a sense of cultural fit, and decides whether to pass that name on to the employer to interview.
Recruiter A is very skilled at using technology to identify good candidates and evaluate them. Employers are ecstatic to get a list of candidates to interview for most of their job openings. There are a few open positions that yield few if any potential candidates, but recruiter A says that's pretty normal for the more specialized jobs.
Then after a while, employers start to wonder why some of their hires that looked so good during the recruiting process aren't working out well and may go on to quit or be terminated for due cause. Recruiter A assures them that retention rates can vary and be quite low for some positions in the IT field.
The personal touch is of great value in IT recruiting.
Recruiter B also uses technology to identify candidates that meet the job requirements for open positions. He knows it would be a waste of time to read each resume manually when he gets hundreds or thousands each week. Once the ATS has finished its work, recruiter B takes the list it creates, along with a few names he has culled from social media and his talent network, and gives each resume a thorough reading. He contacts all the candidates he finds promising and talks to them long enough to get a "read" on them - whether they seem personable and like they might fit into the company culture.
Once this process is complete, recruiter B turns a list of names over to the company hiring team for interviews. Employers are happy to get a list, even if it took a little bit longer than recruiter A's timeline. Thanks to recruiter B's social and talent networks, they even get a small list of candidates for their usually hard to fill positions. What's more, they find after some time has passed that their retention rates, while not perfect, are way above average. Now, which of these two recruiters would you want working for your company?
Contact us at GDH Consulting to see what we can do to fill your open IT positions.