In today’s highly competitive, employee-driven labour market, it is quite challenging to find and recruit the perfect candidate. That is why many companies turn to employment agencies to help them hire IT specialists for open positions. Why is it worth to cooperate with agencies, and why is employment outsourcing more and more common? It turns out that this may be the key to maximising recruiting resources. However, a harmonised strategy must be developed. The better the relationship with the recruitment agency, the more one can gain!
What skills are needed in a team?
The most significant advantage of employment agencies is their experience. It allows shortening the whole recruitment process significantly. Agencies, as highly specialised companies with in-depth knowledge of a specific employment sector and its organisations, have developed procedures for profiling and filtering IT candidates. This knowledge allows them to effectively identify those whose skills actually match the expectations of a particular employer. The proper selection of specialists is the most common problem in companies that do not have a dedicated internal recruiter or have not previously hired candidates for a given position with specialised competencies, which would make the independent search for employees long and expensive.
What remuneration should be offered to the candidate?
Setting the right level of remuneration can be quite a challenge, especially when there are few candidates with the necessary competences in the IT market. By cooperating with a recruitment agency, you can entrust it with setting the optimal remuneration. Professionals know the current salary data so that they can help with the benchmarking. This is advantageous knowledge, especially if the company is creating an entirely new position or looking for an expert in a narrow field and wants to offer competitive working conditions.
When can one use the help of an employment agency?
Especially when we care about time and effects, using an experienced recruitment agency, we statistically increase the chances of access to the best job seekers on the market. It is worth mentioning that they reach specialists actively and passively looking for a job. The HR specialists employed in the agency definitely do not limit their activities to placing advertisements on job seekers’ portals. They use their own databases and, above all, effectively identify people who meet specific criteria, which means that they will actively search for suitable candidates, not wait for their application.
A crucial reason why many companies turn to recruitment agencies is also to improve the quality of employment. Most of the agencies specialise in specific sectors of industry, which means that they already have a group of highly qualified candidates at their disposal with whom they are in contact. They not only know how to find great candidates but also make sure that they are really suitable for the job.
Difficult recruitment processes
An employment agency also works well when the requirements for the future employee are very detailed, and the internal employment department has no experience in conducting such a recruitment process. The situation when the HR department does not know the area of activity of the candidates at all is an additional obstacle. The agency’s help in such circumstances is invaluable. This is, for example, the specificity of recruiting IT specialists who are needed in most companies, even in those whose business profile is not closely related to technology. The lack of sufficient qualified staff is an additional difficulty here. The need to reach out to people who are not currently looking for a job can prolong and complicate the whole process. In such cases, the IT recruitment agency will better manage the entire process. It will manage all requests from candidates and respond to their expectations.
Benefits you did not acknowledge
For many companies, the advantage of using an employment agency is also additional security in terms of minimalising the turnover of new employees. Good recruitment agencies offer guarantee periods (usually 3-6 months). If the successful candidate leaves before the end of this period or if they fail to perform, the company is reimbursed. In most cases, however, the agency undertakes to provide a new replacement candidate at no additional cost.
How to choose an employment agency well?
There are many employment agencies on the market. To increase the chances of finding a good employee, companies often cooperate not with one, but with many of them. For the cooperation to run smoothly, it is worth making sure that the recruitment company has experience in effectively attracting candidates from a particular industry. The agency also needs to know the specifics of the business, including the expectations towards employees. This increases the confidence that the recruiter will provide precisely the candidate we are looking for. This, in turn, will prevent losses associated with the possible resignation of the employee.
In a partnership, few things are more important than right, consistent communication. The outsourcing of employment requires that the expectations of the candidate we are looking for be as precise as possible. Thanks to this, the recruitment agency does not waste any time, and the sooner it delivers the right candidate, the more both parties gain.
Technology recruitment, and especially the search for top professionals, can be a difficult task for in-house recruiters who do not deal with the IT industry on a daily basis. A successful outcome of the recruitment process depends on the specialist knowledge that enables a professional review of a candidate’s skills, which is a strong argument for the outsourcing of the recruitment process.
The hunt for specialists
Hiring a new employee involves several phases. First, you need to decide what kind of people and IT skills you are looking for. You should then publish a job ad, review incoming applications, and handpick the most promising candidates who will be interviewed and evaluated. The whole process concludes with the selection of the perfect candidates and job offer proposals. So much for the theory. Things get more complicated in real life, especially in the IT industry, which faces chronic shortages of specialists. The demand for technology talent is so great that job ads frequently fail to generate any response at all. Nowadays, you don’t recruit IT specialists; you need to fight tooth and nail with competitors to find them. For many companies, especially non-techs, finding the right IT people may be an overwhelming task. At the same time, no business or industry can operate smoothly without IT experts.
How to recruit an IT recruiter?
In Poland, the average recruitment process takes 59 days, according to ICAN Research. IT specialists are recruited even longer. If you want to hire the right person quickly, you should consider outsourcing the recruitment process. Professional recruiters’ engagement streamlines the process and highly improves the probability of finding the right persons for the job.
According to a Salesforce report on the IT industry, a considerable 30% of employers have difficulties in finding a suitable candidate to fill an IT role. Interestingly, the problem is by no means specific to small companies: more than 62% of the affected employers are enterprises with a workforce of more than 250. Why is it so?
One of the biggest challenges in the recruitment of computer scientists, programmers, and other IT experts concerns is access to the candidate pool. Increasingly often, the few suitable candidates are actively sought after by many prospective employers and recruiters, which is a pretty good reason for hiring an experienced professional to handle recruitment. Yet, this rationale is rarely applied. In most cases, businesses carry out IT recruitment through their HR functions. Companies operating their own IT departments capable of supporting the recruitment process, still have a chance to find the right candidate. Still, the rest may find it hard to evaluate the skills and knowledge of the prospective employee. Recruiters dealing with candidates from the technology sector need advanced specialist knowledge to fill openings with suitable candidates. And here is where the advantage offered by specialized recruitment agencies matters the most.
How to choose the right recruitment agency?
There are many models of working with a recruitment agency, but at the end of the day everything boils down to a single aspect: cost. Most frequently, a fee is paid to the recruitment agency after the candidate is hired. Sometimes, agencies charge an up-front fee. In the second scenario, the prospective employer may want to determine a guarantee period or deadline for presenting a suitable candidate. If the agency fails to present a candidate before the deadline, the up-front fee is returned. Recruitment costs are substantial and may amount to a monthly salary of the specialist concerned, but remember; there is no such thing as “free” recruitment. Outsourcing recruitment is always a better option than having an in-house recruiter unsuccessfully looking for a suitable candidate for months or, even worse, making a bad hire.
The key factor is the agency’s professionalism as anything the recruiters will say and do to the candidates will have a direct impact on your company’s reputation in the eyes of your prospective employees. The good idea is to follow LinkedIn recruiters’ profiles. Checking their experience, especially IT-related, number and quality of contacts, reviews, posts, etc.
An advantage of in-house recruitment is the opportunity to make sure that a candidate shares the values represented by your company. You don’t have to lose this advantage while outsourcing the recruitment process. What’s important is that you and the recruiting agency should be on the same page from the very beginning. Both sides need to know exactly what kind of candidate you are looking for, which means you have to define the candidate’s skills, values, and professional ethics traits. The recruiter will evaluate the candidate’s professionalism, but it is you who will decide whether to hire or not. A good working relationship with a recruiting company is always built on good communication, so both parties should agree on all key points before the process starts.