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  • Top Tech Recruiting Agencies Are Worth Retaining in 2018

    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 

    Time Savings

    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.

    Cost Savings

    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.

    Conclusion 

    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. 

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  • Busting the 4 Biggest Myths for Tech Job Seekers

    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.

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