And really why?
First, most IT people are not social and introverted, they use it to find work through people they know. They go to clients, beginners to friends, they open their own practice. On open source, job search sites, finding a good developer job is very difficult. A good developer doesn’t always even have a resume. With acquaintances and referrals, he moves seamlessly from organization to organization.
Secondly, IT professionals are often not very friendly and sociable. They don’t like to spend time communicating with recruiters, they try to avoid personal visits for interviews, they prefer Skype interviews or an immediate phone conversation with the hiring manager, cutting the clock. Potential managers, on the contrary, are loaded with current tasks and are not very willing to find a space to talk with “one” employees, basically a “pig in a poke”. And professionals create work properly Recruitment funnel It helps to attract new employees.
Thirdly, many IT professionals realize that they have high demands and overestimate themselves and ask for conditions that are unacceptable to the hiring company (remote work, free schedule, full autonomy, 3 work machines, flight price control, etc.) comparable to the salary of the director of another department. Ask for a salary. Fueling the ambitions of competitors, they are inhibited, inhibited, literally “isolated” by various companies that are interested in or desperately need internal IT development.
Some are fed up with the excessive attention to themselves from many recruiters and have become “slackers”. One was angry at the loss of the remnants of decency in his speech.
If you hire employees, the fact that the company turns to an employment agency and not an employment agency indicates that the objective of finding qualified employees is serious, and that the company is prepared to pay for high-quality hires.
Recruitment includes:
- Database search.
- Searching for candidates directly among those who are currently working successfully, finding specialists who are interested in the client (self-hunting).
- Search through Internet resources and media. – Interview candidates in the office. As a rule, the interview conducted by the applicant lasts at least one hour and covers all the necessary information to evaluate the candidate.
- Professional testing. Specialists in different fields may be given two or three levels of testing depending on their qualifications.
- Psychological testing. If the customer is interested in such a test, it will be done if necessary.
- Checking references from previous works.
Benefits of contacting an employer employment agency
- The agency can only provide the candidate with information about the company, the statement is approved by the employer. If the client does not want his company or the market to know that he is looking for an employee for a certain position, the recruitment agency can provide information about the company in a masked form without revealing the name and address of the company.
- A serious recruitment agency has its own applicant database, which may contain information about hundreds or thousands of potential residents of city and state bodies.
- Before starting the search, the manager of the employment agency discusses the vacancy with the employer in detail, coordinating the needs with the realities of today’s labor market.
- Plus, Plus saves the employer time when hiring through a recruitment agency. Agency managers may spend much more time looking for specialists than an agency employee or manager, who has other day-to-day responsibilities.
- Some agencies offer additional services: training and advanced training courses for various professions, foreign language courses, organization of seminars and trainings, hiring of staff.
Therefore, if you have problems with the selection of employees, it is up to you to contact a recruitment agency or to spend your time – yours and your employees’ – on searching for the right specialist.
