With top candidates staying on the market for 10 days or less, locating and hiring qualified talent is becoming increasingly difficult in the tech industry. Recruiters and hiring managers know the best architects, engineers, and developers are on the market for a matter of hours, not days. Gone are the times of making a hiring decision between top candidates over the course of several weeks or months, leaving employers in need of a fresh approach to traditional hiring methods. In today’s candidate-driven market, having a partner who can represent your brand, speak for your culture, and effectively source hard-to-fill positions is priceless.
Enter the value of retained search. Formerly considered only an option for hiring executives, retained search within the technology industry is providing hiring managers the opportunity to focus on their core business objectives while gaining a business partner who delivers quality candidates to the pipeline.
A Fresh Approach
Traditionally, retained search has been used to fill high profile, executive-level positions. The tech industry is breaking this mold by expanding it to include all levels of technical roles, from entry level to the C-suite. Companies realize technical engineers, developers, and designers at every level play a significant role in their organization. They’ve seen first-hand the value of swiftly implementing a first-rate candidate and what it can mean for future growth both technically and culturally. Retaining a recruiting firm ensures the same speed and quality you should expect from a contingency-based partnership but takes the level of consultancy one step farther.
Drew Sussberg, Vice President of Client Services at Motion Recruitment Partners, had this to say about retained search in the tech industry:
"Companies are looking for a business partner who can become an extension of the organization. They want to build a relationship with us because we have a proven history of delivering quality talent regardless of experience level or technical vertical, thanks to our specialized, localized, and team-based approach."
Advantages of Retained Search
When companies have exhausted their internal recruiting resources, they often see value in outsourcing hiring for open positions. However, working with multiple recruiting firms can be draining. At best, the phone rings off the hook with recruiters pitching their qualified (or even unqualified) candidates, inboxes overflow with resumes, and the interview process becomes all-consuming until a hire is made. At worst, hiring for open positions cuts into the time spent working on projects, decreasing production-levels and triggering missed deadlines, without yielding a long-term hire. With retained search, companies commit to partnering with one recruiting firm who understands the culture and business needs, which cuts down on the time hiring managers spend reviewing resumes and interviewing mediocre candidates.
Most companies task their internal recruitment or procurement teams with finding talent across a wide range of positions while adhering to a strict hiring process and set of internal guidelines. With today’s candidate-driven tech market, those hiring processes will often operate too slowly to secure top tech talent, resulting in the loss of valuable production time as the search continues. Retaining a personalized hiring consultant takes the guesswork out of the process, making the talent search much more targeted and efficient.
Retained search is especially valuable when it comes to bulk hiring, for which a retained search agreement usually supplies a discounted rate, as an agency partner can fill multiple positions quickly for the company. From engaging candidates with a job opportunity to hiring them, a specialized agency averages 10 days to placement. In turn, companies are less likely to miss out on top talent, which cuts down on revenue lost through the unfilled role.
Quality of Hire
In 2017, unemployment among technology professionals has dropped to 2.5%, and high-demand candidates go off the market in under two weeks. A dedicated recruitment partner has access to engage the higher quality talent whether on or off the market. Passive candidates are unlikely to be exposed to opportunities through job boards and other more traditional recruiting methods. They’re much more likely to find their new role through word-of-mouth or networking, and a specialized recruiting firm engages their expansive network to target them. Retaining a specialized recruitment partner ensures priority with a first look at that qualified talent. This is especially valuable when filling niche, but critical roles.
Curious how retained search could help your organization reach its hiring goals? Sign up here for a free consultation.
Retained search is revolutionizing the tech staffing industry by building partnerships between recruiting agencies and organizations with sights set toward both short-term and long-term goals. It eliminates much of the risk associated with filling important positions internally because getting it wrong can set a project back months (or longer) and have significant revenue consequences for the business. Retained search offers exclusive access to a large pool of qualified, passive candidates often at a discounted rate. It can be employed for a single placement or a batch of hires and depending on the agreement, can provide a guarantee of service and/or quality. Under a retainer, a recruiting agency becomes an extension of an organization’s hiring arm and can be a powerful and efficient tool ensuring technical hiring needs are met.
No one wants to play from behind. Whether in sports, projects for work, and especially in their job search. Think about it like this: in IT, it’s encouraged to approach systems proactively. Therefore, wouldn’t it make sense to approach your career the same way? Too often, Jobspring Partners has seen extremely competent candidates unexpectedly laid off, from no fault of their own, who come through our doors desperate for a role that fits their skillset. At that point, the candidate is playing from behind, when they could have been proactive and taken the power in their own hands before becoming unemployed.
Be Proactive- Start Your Job Search Today!
Had this candidate simply considered working their network and remaining connected with their closest peers to stay updated on openings in the market, they could have positioned themselves a bit better in case of the emergency that ultimately did happen. Like most things in life, the best time to prepare for the worst is before the worst can happen.
If you need more convincing, below are a few of the reasons why you should be looking for a new role while you are still working for your current employer:
The Benefit of Time on Your Side
Think critically: how long could you truly support yourself and your dependents without a reliable income? Is that two months, six months, one year? Regardless of the length, this is the maximum amount of time you will have to find a suitable replacement position once you’ve left your current role. However, if you begin looking while you’re already gainfully employed, your timeframe for finding a new role increases exponentially. Without being taunted by upcoming bills without an income, you can focus your search on a position that excites you or will drastically improve your career trajectory rather than just attempting to make ends meet.
Get Busy Working or…
Time and time again we’ve been told by hiring managers that the best candidates are the ones who are actively working. After all, employed candidates are continually proving themselves as assets to their current company. A notable quote from “The Shawshank Redemption” says, ‘Get busy living or get busy dying’ and the job market is the same way. If you’re not showing yourself in the day-to-day as employable and beneficial to a company, you will be making it harder on yourself to find a new job as time goes on!
Visit your local Jobspring Partners today to start finding your dream job!
Not Under Pressure
Have you ever wanted or needed something so badly that when you were put into a situation wherein you could get whatever it was that you wanted or needed, the pressure was simply so much that you botched your attempt to get it? Unfortunately, this happens quite often during interviews when one is facing unemployment. Contrast this with interviewing while you already have a comfortable employment situation: you will be taking a significant amount of pressure off yourself and will ultimately lessen the likelihood of self-sabotage while interviewing for the new role!
Get What You Really Want
What You Really Really Want
Finally, if you’re interviewing while currently employed, you’ll have more control over dictating your final offer! The same factors apply here as they did above, but the final offer now needs to be better than your current for you to leave your job. This doesn’t have to come down solely to money, but everything in terms of compensation should line up – focus on the total package that the company offers. Not only will you have the upper-hand to hit that higher salary number, but you can also potentially leverage your current job to get additional vacation time, flexible hours, stock options, equity, or a myriad of other perks that can be included when the offer is extended!
So, if you find yourself in a position that isn’t perfect or you feel the winds of change approaching, make sure to keep your eyes and ears open to all new and exciting opportunities. With the benefit of time, it may even be correct to call your localized and specialized recruiter, and make an appointment with them. They may open doors for you that you never thought possible!
If you are looking for a new job or to hire a new team member, you want to find the best in the business. You want to find an employer or employee that syncs up with your values, work ethic, and passions. There is no sure route to finding this perfect match, several experts from Jobspring are here to give their professional recommendations as far as routes you can take:
1) The Web
Mostly everyone is familiar with online job boards. Some of the most popular ones include LinkedIn, Indeed, and Monster. What's great about these websites is that they're easy to use in tandem with each other. If you see a new position listed on Monster, for example, then you can search for the profile of the individual you could potentially be interviewing with and connect with them on LinkedIn. However, solely relying on this method has some caveats.
In a recent study, we found that only 30% of jobs were found online. There are multiple reasons for this that are unique to the tech market. For example, tech startups tend to have little or no HR support or process. Additionally, these high-demand roles are opened and closed so quickly that the job posting never makes it online. When it comes to large companies replacing or refilling a position of high importance like a CTO, the company may not want to publicize the employee leaving, and instead, does a confidential search.
So while the web is a fantastic place to start, if you are serious about your search you will have to expand beyond the internet.
Did you know our website is updated daily with the newest tech jobs? Check them out now!
2) Informational Interview
When asking for an informational interview, it is key to use your network’s network. You want to ask your friends, family, mentors, managers, or coworkers if they know anyone that would be an expert. Informational interviews are a fantastic way to get information on the responsibilities of a specific role or learn more about a specific company. By asking questions about the culture or work-life balance of a company, you can accurately gauge if this is the right step in your career.
3) Networking Events
Networking events can be a great place to connect with all sorts of people. At any given gathering, there are bound to be a mix of people either hiring or looking for work. It’s a huge advantage to ask people about past events they’ve attended or companies they’ve worked at. Professional networkers know that when you meet someone, you don’t just meet them, you meet everyone they know!
Did you know that we host free Networking Events every month in 11 different cities? View our calendar here!
It’s not an easy process finding the perfect fit. You want to find a true culture-match with a candidate or company who shares the same passions. Be sure to utilize every resource or tool you have available at your disposal. At Jobspring Partners, we work with some of the largest tech companies in the world and the most talented local developers and engineers. Reach out, and we’d be happy to help you!
With over 400 highly specialized tech recruiting professionals across North America, our agency experts know firsthand how people think and act during the hiring process. Our 2016 research study debunks the biggest misperceptions for tech job seekers and offers helpful advice on how to navigate today’s competitive job market. Here are the four most common myths you should know:
Myth 1: “If I don’t have all the required skills, I shouldn’t bother applying for the job.”
Advice from the experts: “Know where you stand and act accordingly. If you’re less qualified, be prepared to make your business case upfront on your resume or cover letter as to why they should still consider you. Always apply to jobs even if you are not sure since you are applying to the company (not just the job). Other jobs may exist that will be a better fit. Also, job specs can be very fluid in tech and some companies can/will adjust requirements and provide training for the right person.”
Check out which companies are hiring by applying to one of our many tech jobs online!
Myth 2: “If I’ve been a job hopper, potential employers will not consider me for the position.”
Advice from the experts: “It’s not the WHEN, it’s the WHY that counts most when explaining job hopping to a potential employer. There are many completely understandable reasons for leaving a job after a short period of time. Make sure to specify any of these acceptable reasons for leaving directly on the resume to avoid any negative stigmas.”
Read why "Don't be afraid to try different things" is tip #3 in "5 Tips For Young Professionals Who Want a Career in Tech"
Myth 3: “If the company has no job postings online, then they must not be hiring.”
Advice from the experts: “The elusiveness of the tech job market means that candidates should never rely on job boards alone. They should leverage their networks as much as possible and also work with a localized, specialized tech recruiter who uncovers these hidden jobs on a daily basis.”
Let us help you discover your dream job - Contact a Jobspring Partners in a city near you!
Myth 4: “If I’m the leading candidate for a Perm position, I should be able to negotiate my starting offer as high as I’d like.”
Advice from the experts: “As highly qualified as a tech candidate may be, there is and will always be competition. A candidate’s savvy negotiation and education on the marketplace (via salary reports) is expected from employers. But when candidates exhibit indulgence or entitlement in regards to a potential offer, their well-intentioned actions could backfire on them.”
Find out the Expectations versus Realities of Working in Tech
There are several myths out there about the tech job market, but the key is to identify these myths and not fall into the trap that many other job seekers may unknowingly fall into. To sum up, (1) if you’re less qualified, be prepared to make your business case upfront as to why a company should still consider you; (2) if you’re a job hopper, be sure to specify acceptable reasons for leaving on your resume to avoid negative stigmas; (3) never rely on job boards alone, instead, leverage your network and work with a specialized tech recruiter in your city; and (4) don’t be that candidate who exhibits indulgence or entitlement in regards to a potential offer – it could backfire on you.
Contact a local Jobspring Partners today and let us help you kick off 2017 on the right foot.
With the tech-industry unemployment rate dropping to an impressive 2% nation-wide in 2016, it is easy to understand why hiring managers and human resource departments alike are experiencing heart-ache when thinking about tech hiring initiatives this year. Having worked with a few military veterans throughout his career Del Crockett, Regional Director of Jobspring D.C., gives us three great reasons why companies should hire veterans to address their biggest hiring problems.
As a high technology recruiter for the last decade, I have seen my fair share of hiring markets over the years and I can easily say that today's hiring landscape is the most difficult I have seen in my career for companies to navigate. Quite simply, we are looking at an Economics 101 problem to the max degree: High demand and nearly zero supply.
In an attempt to curtail the depressing amount of supply on the market, numerous development boot camps have popped up in an attempt to teach non-technical professionals to become developers. Although that has been questionably effective, it got me thinking, what about our military veteran resources out there? How are we overcoming common misperceptions and utilizing their unique skill set to impact technical hiring agendas?
The squeeze on the technical talent pool has not only forced companies to broaden their technical expectattions, but also take into serious consideration the "soft skills" and/or "intagibles" that can end up making a candidate a fantastic hire over the long term.
Over the last few years, companies have started to make that exact adjustment. I am regularly seeing companies make offers based as much on intangible soft skills as they are technical abilities. With that trend inevitably growing as the market continues to tighten, it is a great time to be looking at our veteran's as a high quality option to fill technical roles.
1. Prospective tech candidates do not fit the team culture
Company Feedback: If I had a dollar for every time I received feedback from a hiring manager stating that a candidate was "technically great, but not the right culture fit"...The truth is that culture fit is beyond critical, especially for small to medium sized companies. Most clients I work with will overlook some technical ability to find someone with a "go-getter" attitude that is ready to learn. In a hiring landscape dominated by more and more candidates feeling entitled due to the current demand, it's not unusual to see hiring managers pause when faced with the decision on someone who might be a detriment to the team/company culture.
Why hire a veteran: Teamwork and trainability are possibly a veteran's best attributes. Early on, those in the military learn that in order to become a good leader, one most be a good follower. Rising through the ranks is a right of passage that must be earned and the same can be said in most companies. Finding a candidate who believes in these concepts will ultimately benefit the growth of the teams, its operation, and overall retention rates.
2. Prospective candidates lack experience executing under pressure
Company Feedback: Let's face it: Programming environments have their moments of being high pressure, there is no way around it. Start-ups? How about every day! With the typical development team working on a two-week sprint cycle, the ability to handle deadlines calmly is as critical as the quality of code you put out. Similar to coaches, hiring managers love finding job seekers who they can count on, come crunch time. Not everyone has the mental strength to execute come "crunch time" on a consistent basis. You're either clutch or you're not.
Why hire a veteran: Needless to say, veterans have become accustomed to making important decisions (sometimes life dependent) for themselves and their team under the most intense situations. The ability to solve problems under the most unparalleled circumstances is a quality that every hiring manager can use, especially at start-ups.
Are you a veteran looking for a job? Apply to a job in D.C. or a city near you!
3. Prospective candidates are too "big picture" focused and lack attention to detail
Company Feedback: With famed companies such as Facebook and Google constantly re-shaping the technical landscape, it is understandable that many of today's candidates can find themselves getting hyper-focused on today's "hottest new technology." Unfortunately, for many hiring managers, that latest technology may or may not be a critical element in their current production enviornment. Even when it is, many candidates only understand the overarching general concepts rather than the in-depth details on the "why" and "how" the technology can be utilized in a real production environment. This inability leaves companies vulnerable to low quality code and implementation, causing bugs, delay, and often-times, resentment within the team ranks.
Why hire a veteran: Officers and soldiers in the field are trained to keep an impeccable sense of detail with everything they do. From the way they dress and keep quarters, to addressing tiny logistical details on the battlefield, veterans are trained to embrace the responsibility of always being meticulous, while working towards the big picture. This is a trait that is nearly impossible to find in today's hiring market. Considering that the slightest mistake in a line of code can be the difference between a product being received well from users and the same product totally failing due to bugs or security concerns, having staff who embrace "getting lost in the details" can make all the difference.
According to Joseph Kernan, NS2 Serves Chairman and Vice Admiral (Ret.), U.S. Navy, in an article from the Business Journal, "Hiring a veteran not only provides your company with a devoted employee who has the potential to become a highly productive member of the team, but you're also giving a deserving veteran a fresh start in post-military life and a chance at a fulfilling career." Looking to hire a veteran? Contact Jobspring here so we can help find you the right talent for the job.
Ready to start job searching? Here are some resources to help guide you to a job you'll love: