The Skills of IT Recruiters Enable Talent Acquisition in Many Forms
IT professionals are being trained in most countries of the globe, and with the increase in remote work they’re available to contribute to companies nearly anywhere. Using IT recruiters, you can find the best opportunities to staff your projects at attractive costs.
The Role of IT Recruiting as Traditionally Defined
IT recruiters add significant value to a software development hire as they both reach out to the open market to find suitable candidates and maintain professional contacts to develop the right people for the job. They then work to make sure the candidate has the right skills, experience, and specialties to fit the position, as well as the professional fit for the company’s culture. Even when the position involves clearly defined responsibilities and technical skills and seems simple to recruit, understanding the way the company approaches their software development life cycle (SDLC) is often a significant part of the candidate’s fit and requires a more nuanced approach. Is the candidate experienced with and comfortable with Agile processes? Pair programming? Or is the candidate more used to a more structured “waterfall” approach driven by well-defined requirements?
IT Recruiting is Evolving to Encompass Global Talent Searches
As recruiting industry source recruitment.com notes, “The skills gap in the U.S. is a billion-dollar problem” and one of the prime examples is the software development and IT field. One of the reasons that the market is so tight is a lack of global perspective even as employers have adapted to remote working over the pandemic. Universities throughout the globe have been turning out high-quality software development graduates with expertise in fields like IT and Computer Science, who find that their local economy does not yet have the demand for their skills that countries in North America and Europe have. Opportunity-minded employers in the US can make the connection and use the skills of IT recruiters who maintain contacts overseas to find top talent in emerging economies.
Cost Effective Recruiting Without International Hiring Challenges
Companies that think about H1B visas and other restrictions on US employment will be pleased to discover that outsourcing software development work to international talent doesn’t have to be complicated. As Staffing Industry Analysts at TheStaffingStream.com note, when intermediary companies act as employer of record and comply with local laws where the new team member works, they can keep the outsourcing relationship simple and effective. In addition, SIA notes, “With nearshoring and offshoring, you are not giving control away” and bringing on software development talent from nearshore countries this way doesn’t relinquish your role as manager. Your company is free to contract for specific services or deliverables as needed, on their own terms and with their own requirements and quality standards.
The Same Rich Variety of IT Services and Skills You’re Used to Locally
Companies like Sonatafy manage nearshore IT and software development talent pools, recruiting the well-educated, experienced workers that your software team needs and providing their services to you at budget-friendly prices. IT graduates in Latin America are ready to join your team, working as your other remote workers do, with similar schedules, meeting times, and communication styles to fit your team’s culture. The skills they offer run the gamut from web developers and DevOps professionals to IT support workers and cloud solutions designers.
The Competitive Advantage of a Hybrid IT Team at Your Company
The pace of change for software and other technical companies has been breathtaking, and having a hybrid team, diverse in its makeup and even in its location, can help your company respond to emerging opportunities. Even the role of CTO, chief technical officer, can be outsourced to allow just the right amount of strategy while the team works together to produce an initial product. Everything is flexible now, and new staffing opportunities are ready for managers who take a dynamic approach to software productivity.
Frequently Asked Questions (FAQs) About IT Staffing
What are the skills required for IT recruiter?
- Some important skills for IT recruiting are:
- Marketing skills to reach out to potential software development candidates
- Communication skills to connect with them
- Relationship building skills to keep contact with potential future candidates
- Listening skills and patience to get to know candidates and who they are
- Understanding of IT technology enough to know what software skills are a good potential match for a position
- Detail oriented skills to make a high-value match between worker and company
Is it recruiter a good career?
IT recruiting has many of the challenges of sales such as understanding people, meeting quotas, earning by productivity, and following the ups and downs of economic conditions. It also involves helping people, adding another dimension to the sales-oriented side of the business.
What is the difference between HR recruiter and it recruiter?
A recruiter locates suitable talent for a particular position, from testing qualifications to connecting them as a candidate for the company management to review and hire. IT recruiters operate in the field of information technology, specializing in recruiting IT professionals such as software developers and architects for companies. An IT recruiter sometimes works in the HR department of a company, but can also be independent and receive a commission for successful placements, and could be called an HR recruiter in that case.
How much should I pay a recruiter?
The standard recruiter fee for IT roles is 15% to 20% of the first-year salary of the role being filled. If the position is particularly hard to fill, such as software specialists in areas like Machine Learning, Data Science, and Artificial Intelligence, those with security clearances, and those with advanced degrees in desirable areas, the fee can be up to 25%. These days, filling cybersecurity IT roles might also involve a higher fee due to high demand.
What are the 10 skills of a recruiter?
- Marketing skills, understanding how to reach out and find open positions and possible candidates
- Communication skills, clearly conveying information and connecting with people
- Relationship building skills, because a recruiter’s contacts are full of opportunities
- Time management and multitasking, to keep on top of the many opportunities and candidates
- Patience, as finding and placing candidates can take time
- Listening skills, so that they make a proper placement both for technical skills and cultural fit
- Confidence, body language and conversation skills that build trust and connection
- IT or software development skills in order to understand requirements and determine who might be an appropriate candidate
- Keeping on target, meeting recruiting and placement goals
- Reliability, because trust is an important part of most employment deals
What is the role of an IT recruiter?
The recruiter is a kind of matchmaker, seeking to connect the employer and the candidate who can work well together. It’s a very valuable skill, as a failed hire can be costly to the company and frustrating to the candidate.
How do I become a recruiter with no experience?
Recruiting is said to be one of the best jobs you can get with a bachelor’s degree. Entry-level positions are available, but be prepared for roles such as cold-calling old contacts in the company database to get your start.
What should an IT recruiter know?
Recruiting is about people, and you should have experience, training, and talent in dealing with people. Degrees in human resources and psychology can help, although they’re not necessary. For IT recruiting it’s important that you be able to determine if people are the real deal, ensuring that the match you pursue at a company is based on their skills, not just their resume.
What is HR job role? Does HR do recruiting?
HR handles the employment of the candidate once a job offer is made and accepted. They also may handle recruiting and screening of candidates, if they have available resources.
Does HR handle recruiting?
HR may be the only recruiter for some companies, as you can see in job ads where “third party resumes are not accepted” or other indications that independent fee-based recruiters are not invited to help.
Are HR and recruitment the same?
HR is human resources, the department in a company that handles employment of the workers including hiring, arranging pay and benefits, and other functions. Recruitment is the locating of workers to be hired, dealing more with candidates for the job rather than workers already hired.
What is the process of IT recruitment?
In a nutshell, IT recruitment is finding the software developer or other IT candidate with the best skills for the job, and making sure they have the experience and personality that will make them a good team member at the company. Typically, this involves soliciting and screening resumes, interviewing candidates, and referring them to the company with an open position to make the final decision on hiring. For internal IT recruiting in the HR department, the referral would usually be to the hiring manager for final approval.
What does a recruiter do on a daily basis?
Multitasking is essential or recruiters because a typical day involves reviewing open positions and available candidates and trying to make a match, sorting through new resumes, interviewing candidates to learn more about them before making a match, calling company and candidate contacts to keep relationships active, possibly having lunch with one of them, submitting candidate packages to companies and trying to make sure the managers are expecting them, and following up after candidate interviews at companies to get feedback and sell the candidate.
What makes a strong recruiter?
Most of all, being a good listener so that recruiting placement efforts are not wasted with inappropriate placements. Beyond that, patience and the ability to follow through even over some time because hiring can be slow, for example if a company’s fiscal year is ending and they wait to reopen the position in the new budget year. In that case, being ready to seize an opportunity is helpful too.
Is it hard to be a recruiter?
It takes a resilient personality, because nothing is guaranteed and incomes can vary. It also requires staying on top of many things constantly, requiring multitasking skills and wisdom.
How can I be good at recruiting?
Examine each of the necessary skills and how you meet them, and work on the ones where you fall short. For example, if you’re good at multitasking but have difficulty slowing down and listening during the day, practicing making the switch and using active listening skills could help.
Why should I be a recruiter?
The world needs recruiters because most people don’t really know how to get a job, and companies are usually too busy to find the right candidates. If you can take the IT professional who sends out hundreds of resumes and waits and make a good career match for them, you’ve made a difference. Also, if you’re good, the pay can be excellent.
Is recruiting a stressful job?
It can be, especially if you’re not a natural. The pressure of meeting goals while also handling a large number of tasks and maintaining relationships can be exhausting, or exhilarating.
Is recruiting a dying field?
There is definitely change occurring in the field, with technologies like automated resume screening and artificial intelligence trying to fill the company needs that recruiters also target. This tends to be more effective for positions where skills matches are more necessary, as cultural fit is harder to determine. Independent recruiters have to learn to adapt to place clients within the constraints of these systems, although they are not used by every company.
IT Recruiters and Offshore Talent Can Work for You
IT recruiting tends to focus on the available local and national candidate pools, depending on the need. That limits company opportunities to hiring available software development and IT candidates even in a competitive market, and to paying the prevailing salary for local workers. As matchmakers, IT recruiting specialists are also available at companies like Sonatafy to reach out to the international pool of available talent, which can reduce costs and improve skills and quality available for your team, providing them on an outsourcing basis called “nearshoring” that brings in quality candidates without the complexities of hiring overseas. These candidates and teams of workers are available in the local geographical area such as Latin America, which is why the term “nearshoring” has been coined, to differentiate from the more remote and autonomous “offshoring.” Contact Sonatafy for more information, or start by reviewing our case studies to see how nearshoring can work for you.