No matter at what scale your business is operating and how much you are invested in your business, your customers will likely interact with your staff first. Consequently, a team can uplift or degrade your business smoothly. So you should be careful to maintain an equilibrium between hiring qualified, competent employees and protecting your business's standard when you begin the hiring process. When you are looking for an IT staffing company initially, you should pay special attention to its business style, outreach, and brand. This is essential because this hired IT staffing company becomes an extension of your HR department, they voice your brand and image. The only effective mantra for the fast-paced and ever-growing IT industry is to move forward or move over. For a tech company, the workforce reflects and determines the decline or growth. It seems easy to hire and retain skilled employees than done. Companies are too familiar with high workforce turnover due to the presence of potential talent or employees being poached by a competitor for a genuinely erratic industry, where its growth and evolution cannot be correctly predicted.
You can't blame the candidates for jumping ship, they have the right to work anywhere and for anyone who tables a lucrative offer. This is especially true for the tech industry, where talent is swiftly tagged and bagged.
You can't undermine the talent of an intern to a well-seasoned executive, every potential hire can help you to reach the highest points of success or, in some unfortunate cases, the lowest lows. For this reason, the people you hire must share your organization's values.
So, to ensure the survival and growth of a company, a company teams up with an IT staffing company that is all too familiar with the IT industry's inner workings, trends, and workforce demands. Here are a few parameters that determine the effectiveness of IT recruiting firms and points you should consider when choosing an IT staffing agency for your firm.
Expertise In Finding Top Talent In Your Region
An ideal IT staffing company should have access to the brightest candidates in your region. You should ponder on basic questions like, are they handpicking new graduates from the best IT programs? Do they have prior experience in staffing top talent at the best companies and government agencies? Check their connections in the industry, along with their familiarity with the most in-demand systems and technologies. These baseline metrics provide insight into whether IT staffing can access top talent regionally. The best IT staffing companies have dedicated recruiters with years of experience in IT staffing and development or project management. This is especially useful in helping the recruiters "talk the talk" when discussing the requisition and allowing them only submit the highest caliber candidates.
Excellent service
A proficient staffing provider must ensure that the candidates they send to your company prove worthwhile in the long run. They must keep checking up on you and or the HR team to see if the candidates meet your selection or performance criteria.
Furthermore, to gauge the quality gap of a staffing service provider, you need to ensure that they are transparent in compliance and processes, adhere to all kinds of timelines and commitments, addressing grievances on time.
Reliability and reputation
When you pick your staffing provider, you should also measure their reputation and reliability based on the different factors:
Offering staffing solutions is not an easy task, the proficiency comes with years of serving in the industry, creating and maintaining contacts, and claiming a name in the job market. So when you pick your staffing provider, you can measure their reliability based on the following parameters:
- What is their pedigree, and how long have they been in the business?
- Balance sheet and scale of the business
- Strengths in HR ops and geographical spread
These pointers would help you onboard the right staffing provider for your business to grow.
Understanding core organisational objectives
IT recruitment firms should understand your organization's ins and outs and determine what you need in an employee. If they fully comprehend your company culture and what you do, they will hire the most technically qualified candidates whose skills align with your organisational objectives.
Candidate screening process
Screening candidates is time-consuming. In-house HR teams can handle it, but many resources and workforce are spent filtering the candidates. IT companies approach a staffing agency, and they ultimately shoulder the burden.
But transferring the burden isn't enough. You also need to be aware of the process of how they are screening candidates for the position. When investigating their screening methods, you might want to keep some things in mind.
- How do they test for skill, personality, and cultural fit?
- Is the candidate actively or passively looking for a job, and why?
Experience in the industry
You should ensure that the IT staffing company you hire should have years of experience in your field to offer you the best for your firm. Suppose the IT staffing agency has a track record of success in your industry. In that case, they are also bound to have positive references. You will know you are in good hands when you research their previous clients, you should track their past records about who they have worked with. If you see the name of successful and well-known clients in the IT industry, then you can trust them.
Using an IT staffing agency like GlobalHunt can help you to accelerate your recruitment procedure, lessen the workload for your existing employees, mitigate legal risks and offer flexibility regarding the type of hires and jobs. Combining an agency's efforts with additional internal vetting can be a good idea to ensure the optimal fit. If you decide to use a staffing firm solely, assess your business needs, goals, and budget carefully; conduct an extensive reference and reputation check, and communicate your hiring requirements.
The tricks that brought in the talent in 2019 is surely not going to be enough for 2020.
Moreover, the competition for the right talent is no longer limited to the other players in your industry.
And these 37 jobs constitute 50% of job postings by the S & P 100.
2.Focus on creating a satisfactory candidate experienceAs we all know, the buying experience of a friend or stranger on the internet can influence our buying decisions.
Don’t we all rely on reviews to make our every day buying decisions?
But what is more worrisome is that by sharing his negative experience on online platforms he will also discourage others from joining you.
