The goal of a technical recruiter is to help IT professionals find employment. The technical recruiter's secondary but equally important goal is to help employers find the best candidates for their IT job openings.
To put it bluntly, there is a war going on for tech talent and jobs these days. If you are searching for a new IT job in 2018 you might feel like you navigating a fast-moving battlefield full of landmines and changing boundaries.
The technical recruiting industry exists to make searching, interviewing and negotiating for your new job easier and more effective.
Does job searching on your own make you feel like your wasting time? If you have spent hours or maybe weeks eyeballing the top tech job boards or monitoring the emails from the big online recruiters with little or no luck, then it may be time for you to consider working with a Dallas technical recruiter. Keep reading to learn more about how technical recruiters can save you from wasting your precious time.
Are you searching information technology (IT) employment in the Dallas area?
If so, you know employment hunting can be difficult because so many college grads and job hoppers are also searching for IT jobs in the DFW area. Adding to the challenge is the fact many IT jobs require special skills or the jobs are for a project that ends in the next year or two.
So what do you do? Many newbies and seasoned IT professionals alike have found success by working with an IT staffing agency.
But before jumping onboard the technical recruiter wagon train, there are a few things you should know before you work with an IT staffing agency. This post will explain the key factors you need to understand to make sure working with an IT recruiter is a good choice for you.
As a leading Dallas IT staffing agency, we watch IT hiring, salary and business trends both in Texas and nationwide. One of the bedrock values at GTN is helping employers and employees better understand and navigate the DFW metro area technology staffing needs and challenges.
In this post, we explore some expectations in IT recruiting for 2018 and beyond.
Creams, Ointments, Prescription Treatments, IT recruiters
What is the meaning of the subtitle? You said “What?” and kept reading. If people aren’t drawn in by what you say or do, you’re essentially invisible nowadays. The most important quality is visibility.
But how do you go about finding and schmoozing with IT recruiters to maximize your visibility?
The best IT staffing firms in Dallas all have one common objective during the interview - exchange the most accurate and relevant information as possible in the time available.
Because of the highly competitive nature of both IT candidates and recruiters, the most common mistake by either party during an interview is to consider it an adversarial relationship.
A bad interviewer is convinced that almost every candidate is lying. They will attempt to discover that lie and prove that the candidate is unworthy so they can reject them. Each candidate is stealing time away from other tasks and is an imposition, not an answer to the company’s problem.
A bad candidate will prevaricate, misrepresent, or outright lie, predicated on the notion that once they are “in”, they can “fake it” until they “make it”. They believe that it is easier to obtain forgiveness than permission. When they are let go because the lie is discovered, they always seem surprised because they have already “proven their worth”, despite the fact that they’ve done just the opposite.
Away back in February of 2011 we were already discussing the recovery from the 2008 market crash (sorry…market rebalancing). We discussed how information technology (IT) staffing managers in Dallas were reluctant to take on new hires, instead preferring to make do with what they had.
A lot of sectors in the information technology markets were experiencing a “jobless recovery," meaning that companies were getting back on their feet, but they weren’t hiring any new staff for information technology openings.
As the leading IT staffing agency in Dallas, we advised that flexibility was the key to setting yourself apart from the IT job hunting crowd. You needed to be able to describe yourself in a way to fulfill multiple roles and appear particularly attractive to IT staffing managers. That strategy worked for many of our clients.
Suddenly around 2012 and 2013 business started to blossom, and the recovery picked up speed. That hiring boom was a great boon to people who had just been scraping by, and burning through their retirement savings to survive.
At some point, we may realize that our information technology job no longer holds any challenge for us; that whatever once made it fun has faded and become routine. You have asked for new opportunities, but there just doesn’t seem to be any—not that they’re being withheld—but the company doesn’t appear to have any higher ambitions.
Well, they may be satisfied with their niche, but you’re not obliged to sail on that boring cargo ship! It’s time to start looking for a cruise liner or a speedboat to continue your voyage. To extend the analogy, don’t rock the boat or abandon your duties—that will come back to haunt you when it is time to ask for references—keep doing your current job, and doing it well.
Once you have a information technology job offer, and it’s time to take your leave, then you can give an appropriate amount of notice, and offer to help train the person taking over your responsibilities. That is how a professional would handle it.
Away back in 2011, the country was still looking at staggering job losses—except in Dallas. Why was that? The fact of the matter is that a huge proportion of this nation’s technical companies call Dallas home—and they are some of the most innovative. They just kept on coming up with new ideas and growing throughout the recession. The story continues to this day and IT jobs in Dallas are rarely hard to find.
Job seekers suffering from “delusions of greatness” still struggled (as they always do), but those that were clever enough to exploit social networking developed their own inroads into the businesses. Combined with business networking, such as LinkedIn, they were soon employed.
In an effort to help GTN Technical Staffing reach the next level of success and position the company for future growth, we are pleased to announce the following organizational changes:
Greg Smith will hold the position of President. Greg’s responsibilities include general management and oversite for the organization with specific responsibilities for finance, accounting and administration.
Jim Bright will hold the position of Chief Strategy Officer. In addition to providing executive oversite and guidance, Jim will also continue to develop and implement training programs designed to prepare and mentor the next generation of top performers and leaders of the GTN Team.
Neil Syken has joined the organization as Chief Executive Officer, providing executive direction for the organization with responsibility for the coordinated efforts of both the Sales and Recruiting teams. Neil will also be responsible for managing the satisfaction, welfare and ongoing relationships with our consultants, employees and clients.
Please join us in welcoming the new organizational structure as we prepare for a future filled with continued achievement and growth.
The notion that “the résumé is passé” has been gaining momentum over the last couple of years. We beg to differ. Although you would be much better off using a CV (circum vitae), a résumé is still a valuable instrument.
Whereas the CV is a much more comprehensive document, which furnishes a more complete history of education, accomplishments, publications, and interests, the résumé is still well suited to new graduates and those with only modest achievements so far in their career.
Whichever you choose to use, build it thoughtfully. Remember: bland is banned.You don’t want to be like one of the innumerable, almost identical cogs, in a wind-up clock. Don’t be afraid to demonstrate a little personality in the document. If they wanted an automaton or a computer they could buy one of those—they want a person—don’t be a list of skills.