And really why?
Firstly, most IT people are not public and introverted, they are used to finding work through acquaintances. They go to clients, start-ups to friends, open their own practice. In open sources, on job search sites, it is very difficult to find a good developer resume. A good developer doesn’t always even have a resume. He is smoothly lured from company to company by acquaintance and recommendations.
Secondly, IT professionals are often not very friendly and sociable. They do not like to spend time communicating with recruiters, they try to avoid personal visits for interviews, they prefer Skype interviews or a telephone conversation right away with the hiring manager, bypassing hr. Potential managers, on the contrary, are loaded with current tasks and are not too willing to find a slot to communicate with “one of” possible employees, essentially with a “pig in a poke”. And professionals will create a properly functioning recruitment funnel that will help in attracting new staff.
Thirdly, many IT professionals understand that they are in great demand, and overestimate themselves, request unacceptable conditions for the employer company (remote work, free schedule, full autonomy, 3 working machines, monitors for the price of an airplane, etc.), claim a salary that is comparable to that of a director of any other department. They are poached, outbid, literally “teared apart” by various companies that are interested or in dire need of the development of internal IT, which undoubtedly fuels the ambitions of candidates.
Some are tired of the excessive attention to their person from numerous recruiters and switched to “ignore”. Someone even became embittered, having lost the remnants of politeness in the dialogue.
If you recruit staff The fact that the company turned to a recruiting agency, and not to an employment agency, indicates that the intentions to find a qualified employee are really serious, that the company is ready to pay money for high-quality recruitment.
Recruitment includes:
- Database search.
- Direct search for candidates from among the currently successfully working ones, access to specific specialists of interest to the client (headhunting).
- Search through Internet resources and mass media. – Interviewing candidates in the office. As a rule, an interview conducted by a recruiter lasts at least an hour and covers all the necessary information to evaluate a candidate.
- Professional testing. For specialists in various fields, two or three levels of testing may be provided, depending on their qualifications.
- Psychological testing. It is carried out if necessary, if the customer is interested in such testing.
- Checking references from previous jobs.
Benefits of an employer contacting a recruitment agency
- The agency can provide the candidate with only that information about the company, the disclosure of which is approved by the employer. If the customer does not want his company or the market to know that he is looking for an employee for a certain position, the recruitment agency can provide information about the company in a veiled form, without indicating the name and contact information of the company.
- A serious recruitment agency has its own database of applicants, which may contain information about hundreds and thousands of able-bodied population of the city and region. Most agencies will have specialized consultants like marketing or sales recruiters who are experienced in their line of work and know exactly what to look for in candidates.
- Before starting the search, the manager of the recruitment agency discusses the vacant position in detail with the employer, coordinates his requirements with the realities of today’s labor market.
- Also, a plus when recruiting through a recruitment agency is saving the employer’s time. Agency managers can afford to spend much more time searching for specialists than an employee of the firm or its head, who has other day-to-day responsibilities.
- Some agencies provide additional services: training and advanced training courses for various professions, outsourcing, foreign language courses, organization of seminars and training, staff leasing.
So, it’s up to you to decide whether to contact a recruitment agency if you have problems with the selection of personnel, or spend time – yours and your employees – searching for the right specialist.
