Your staffing partner’s culture matters more than you’d think. The best IT staffing firms make sure their sales and recruiting teams are happy because it gets you the biggest bang for your buck. Happy employees boost productivity, raise customer satisfaction, and act in the best interest of their clients. Happy recruiters feel connected to the businesses they serve and have a stake in how they perform.
I know because that’s exactly what happens here at EdgeLink. In my role as a Recruiter with EdgeLink, I have seen first-hand the ways we’ve built a working atmosphere where our recruiters are happy and take ownership of the success of our business and that of our clients. Here is how all that matters to you. Continue reading
As an IT employee today, it’s likely that you get regular calls from companies or recruiters about possible jobs. After all, the IT unemployment rate remains low and more and more jobs are being created daily. This is all well and good if you’re in the market for a new job but what if you’re already at a role you like and another job opportunity presents itself? You may interview and ultimately get the job leading to your resignation at your current role. However, as talented IT professionals are hard to come by it might lead to your manager offering you more money, benefits or other perks to stay. This scenario is happening to IT professionals frequently these days leading to the question, “Should I take a counteroffer”?
One of the biggest challenges IT recruiters face is sourcing the right candidates for recruitment. The days when a simple job posting attracted the best candidate are likely behind us, as the candidates you actually want typically don’t respond to job board postings. To get at this evasive talent pool, many companies have turned to social media as the medium of choice. It’s a more passive but generally much more effective way to attract the crowd you’re seeking. Although social media marketing is ubiquitous, especially within the recruiting space, it’s effective in reaching the right candidate pool. Continue reading
Recruiters come in all shapes and sizes. Different height, weight, hair color, number of teeth, and shoe size. They also come ready-made with different adjectives to support their naming convention. We give them a variety of titles such as “Executive” Recruiter, “Healthcare” Recruiter, “Contract” Recruiter, “Corporate” Recruiter, and of course Technical Recruiter. So, why do we give out these precious designations and why do our business cards label us as such? Well, outside of the obvious reasons, it’s probably because the title is a clear identifier of a skill or competency. And, it’s important that the skill is validated through the job description and how the recruiter is able to navigate the waters of the specific area of focus. Continue reading
A trusted relationship between an IT recruiter and a candidate is coveted in our business from both perspectives. You don’t have to be looking for a new job to have a relationship with a recruiter. Any relationship requires effort to maintain, but being connected with a good recruiter definitely has its rewards…