IT Recruiting Tips
The growth of IT recruitment and the staffing industry as a whole has been slammed by a relentlessly bleak economy.
Recruitment firms have been languishing in the recession.
Some firms have not been able to meet the challenges, imposed by the financial crunch.
While others are finally shaking off, volatile market inhibitors and have managed to survive the odds.
IT recruitment and staffing firms, which saw a resurgence in demand for top-notch talent, are bouncing back and are now reaping the benefits of resurging economy.
Performance of any organization boils down to the efficacy and foresight of its human-resource and talent management protocol.
The following are recommendations for IT recruitment agencies interested in attracting the best candidates, and developing more high-margin clients.
Pre-qualified pool of candidates as a back-up plan: For every IT recruitment agency, the key to success is a well-executed, practical and insightful action-plan that attracts the best-in-breed IT professionals, urging them to apply for positions, The most sophisticated IT recruiters already have a data base of pre-qualified best in breed candidates.
Points to ponder before short-listing a candidate: Advertising must drive the message home, so the applicants can easily understand the exact requirements and take actions accordingly.
IT recruiters must have robust strategies in place which will seamlessly gauge the performance levels and experience the prospective candidates Versatile Sources of IT recruitment: Recruiting the best performers in the IT industry is no cake-walk.
At times, word-of-mouth information helps track down skilled professionals from the networks of friends and associates.
IT recruiters must also tap into the potential of thousands of candidates via v social networking sites such as Facebook, Twitter and LinkedIn.
Role of websites in attracting excellent candidates: The Website of every IT recruitment and staffing company should be its first point of contact with the candidates.
A visually powerful, crisp recruitment website can successfully sell its services, mission, vision and culture to potential candidates
Recruitment firms have been languishing in the recession.
Some firms have not been able to meet the challenges, imposed by the financial crunch.
While others are finally shaking off, volatile market inhibitors and have managed to survive the odds.
IT recruitment and staffing firms, which saw a resurgence in demand for top-notch talent, are bouncing back and are now reaping the benefits of resurging economy.
Performance of any organization boils down to the efficacy and foresight of its human-resource and talent management protocol.
The following are recommendations for IT recruitment agencies interested in attracting the best candidates, and developing more high-margin clients.
Pre-qualified pool of candidates as a back-up plan: For every IT recruitment agency, the key to success is a well-executed, practical and insightful action-plan that attracts the best-in-breed IT professionals, urging them to apply for positions, The most sophisticated IT recruiters already have a data base of pre-qualified best in breed candidates.
Points to ponder before short-listing a candidate: Advertising must drive the message home, so the applicants can easily understand the exact requirements and take actions accordingly.
IT recruiters must have robust strategies in place which will seamlessly gauge the performance levels and experience the prospective candidates Versatile Sources of IT recruitment: Recruiting the best performers in the IT industry is no cake-walk.
At times, word-of-mouth information helps track down skilled professionals from the networks of friends and associates.
IT recruiters must also tap into the potential of thousands of candidates via v social networking sites such as Facebook, Twitter and LinkedIn.
Role of websites in attracting excellent candidates: The Website of every IT recruitment and staffing company should be its first point of contact with the candidates.
A visually powerful, crisp recruitment website can successfully sell its services, mission, vision and culture to potential candidates
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