It’s quick and simple these days for businesses to advertise positions and set up a streamlined online application process. There are plenty of job boards to post to, and it’s also easier than ever before to find potential candidates through social media and other connections. So, why consider using an IT recruitment agency? Benefit from a Wider Pool of Talent…
It’s quick and simple these days for businesses to advertise positions and set up a streamlined online application process. There are plenty of job boards to post to, and it’s also easier than ever before to find potential candidates through social media and other connections. So, why consider using an IT recruitment agency?
Benefit from a Wider Pool of Talent and Source the Best Candidates
Often the best and brightest talent is not scouring job boards for new opportunities. Instead, they’re registered with recruitment agencies that can save them time by matching them with suitable companies.
A good agency will put you in contact with more qualified candidates from their own talent pool, and they will screen new candidates before putting them forward to ensure they’re a good fit for the job.
The hiring process is necessary for every business, but it can be incredibly time-consuming. Writing job ads, finding the right job boards to post to, processing applications, contacting candidates, and conducting interviews all take a lot of time and resources.
Recruitment agencies exist to lighten the load for businesses and to take away the hassle of finding the perfect candidate.
This can be particularly important if you need to fill a role on short notice, or if you frequently have temporary or contract positions you need to hire for.
Use Their Knowledge and Experience to Your Advantage
Recruitment agencies are experts not only in the hiring process but also the industry in which they specialise.
You can rely on your IT recruitment agency to keep up to date with the latest news and trends in the IT industry and to give you feedback and advice on how to improve your company branding, negotiate salaries, and attract the best talent.
Hiring new people is always a risk for any business. It’s expensive and time-consuming to source and hire new employees, and hiring the wrong person can prove to be an expensive mistake.
Recruitment agencies reduce this risk by only putting forward pre-screened applicants, and if a candidate doesn’t work out, they may offer a replacement or refund their fee.
The background check for employment is an important part of the recruitment process. Unfortunately, not every candidate is 100 per cent truthful on their CV and application. It’s vital for employers to do their due diligence and investigate individuals for any red flags before offering them an employment contract. 1. Notify the Candidate that You’ll Be Conducting a Background Check…
The background check for employment is an important part of the recruitment process. Unfortunately, not every candidate is 100 per cent truthful on their CV and application. It’s vital for employers to do their due diligence and investigate individuals for any red flags before offering them an employment contract.
1. Notify the Candidate that You’ll Be Conducting a Background Check
Let the candidates know that you’ll be contacting their previous employers, verifying their educational background and entitlement to work in Australia, and checking police records. This will give them an opportunity to inform you about a criminal record or other potential concerns in advance. This will also reduce the chance of them embellishing their educational and career history.
2. Decide on the Type of Screening You Need
There are many different types of screening available, including previous employer references, educational history verification, electronic ID verification, police checks, credit reports, and social media screening.
Most jobs will not need comprehensive screening beyond checking references and citizenship or visa status (all Australian employers must confirm that candidates are eligible to work in Australia before making a job offer). However, some industries or positions may require specific background checks, such as address history, financial checks, or health screening.
3. Choose a Background Check Service
It can be time-consuming and difficult for businesses to carry out background checks directly, so most opt to outsource the task to a specialist service or employment agency. Make sure you choose a service that offers the types of checks you need.
4. Inform the Candidate of Background Check Findings
If something comes up during an employment screening, it doesn’t necessarily mean that you should automatically dismiss the candidate. In fact, not hiring an individual due to a criminal record or health issue may be classed as legal discrimination.
Contact potential candidates with the results of any concerning information that came up in their background check and give them the opportunity to explain or provide further information.
Every company wants to find the best talent, but you can’t just sit back and wait for the perfect candidates to find you. The hiring process is a critical part of running your business, and it also represents your brand. If good candidates have a negative experience at any stage of the recruitment process, it can put them off wanting…
Every company wants to find the best talent, but you can’t just sit back and wait for the perfect candidates to find you.
The hiring process is a critical part of running your business, and it also represents your brand. If good candidates have a negative experience at any stage of the recruitment process, it can put them off wanting to work for your company permanently.
To make sure you attract the best candidates and represent your brand in a positive way, consider implementing the following six recruitment strategies into your hiring process.
1. Develop a Strong Brand
Think about a company like Google – they don’t have to seek out applicants because their brand reputation is so strong, the best candidates are queuing up to work for them.
Not every business can achieve Google’s success, but you can build your brand presence on and offline.
Start with a clear brand mission statement and vision and make sure it’s clearly visible on your website. Develop your social media presence and post content that represents your brand voice and culture.
2. Write Job Descriptions that Reflect Your Brand
Your branding extends to your job ads, too. What impression do you want to give potential candidates? Is your brand young and fun? Sleek and professional? Make sure the language you use reflects your brand voice so you attract candidates who will fit into your company culture.
3. Work Closely with a Specialist Recruitment Agency
A recruitment agency can take a lot of the hard work out of finding the right candidates. They’ll get to know your company and brand and can find talent that’s an ideal match. If you’re looking for an IT recruitment agency in Sydney, get in touch!
4. Reach Out to Candidates
Rather than waiting for the best candidates to find you, it can be a more effective strategy to get in touch with qualified individuals and let them know you have a position open that suits their skills. LinkedIn and other social media platforms can be an effective way to find and contact these people.
5. Offer Internships
Reaching candidates with little experience but a lot of potential early in their careers can be an effective way to seek out the best talent. Consider offering internships to college students and offer entry-level positions to the best students post-graduation.
6. Refine Your Interview Process
The interview is not just an opportunity for you to quiz applicants – it’s also a chance for them to learn more about your company and if they really want to work for you. It’s also worth remembering that interviews can be stressful and don’t necessarily bring out the best in everyone. Make an effort to ensure your interview process is low-stress and reflects your company in a positive light.
As one of the premier IT recruitment agencies in Sydney, we are often asked to give interview tips and advice. Getting your dream IT career isn’t just about having the right skills and experience for the job – it’s also important to ace the interview. Interview skills are something you can learn, and we can help you with that if…
As one of the premier IT recruitment agencies in Sydney, we are often asked to give interview tips and advice.
Getting your dream IT career isn’t just about having the right skills and experience for the job – it’s also important to ace the interview.
Interview skills are something you can learn, and we can help you with that if you feel your interview technique is letting you down.
One of the best ways you can prepare for an interview is by practising your answers to common interview questions. It’s not possible to know in advance exactly what the interviewer is going to ask you, but there’s a good chance that at least a few of these common IT job interview questions will come up.
1. “Tell me about yourself.”
Many interviews start with this simple query from the interviewer. This is your chance to make a great first impression. Remember, the interviewer already knows about your career history from your application. You should expand on this information by talking about the skills you needed for each job and why you decided to apply for this position.
2. “How do you keep your skills up to date?”
IT is a rapidly moving industry, and qualifications quickly become out of date. The interviewer will be looking for evidence that you’re proactive in keeping your skills current and updating your knowledge by being active in forums, reading blogs, taking online courses, and attending workshops, conferences, and hackathons.
3. “Why are you interested in working for us?”
The company will be looking for a candidate who is a great fit for their organisation. Don’t mention salary. Instead, talk about how the position is a perfect fit for your skills and experience and how you believe in the mission and the values of the company.
4. “What is the biggest challenge you’ve faced in your career?”
Problem-solving skills are valuable for any career, but particularly so in the IT industry. In advance of the interview, think of a challenge you’ve had to overcome at work and how you tackled it. This gives the interviewer insight into your logical thinking skills and how you cope under pressure.
Have you ever found yourself sitting in complete silence when asked the dreaded interview question “where do you see yourself in 5 years?” Why do potential employers ask this anyhow? 5 years is a long time from now…who knows where I’ll end up? Any number of things could happen to me between now and then right? Wrong. I have heard…
Have you ever found yourself sitting in complete silence when asked the dreaded interview question “where do you see yourself in 5 years?” Why do potential employers ask this anyhow? 5 years is a long time from now…who knows where I’ll end up? Any number of things could happen to me between now and then right?
I have heard this feedback from clients after interviews over and over.
“They aren’t clear on where they want to go, what drives them and what they want from their next place of employment. How are we supposed to help them grow and watch them drive their own success in our business if they don’t know what they want for themselves?”
We all know how busy life can get between day to day business activities, deadlines, families, kids and trying to maintain some sliver of a social life. It seems sometimes there aren’t enough hours in the day and each day flies by living each moment looking forward to how we’re going to get through the next. Before we know it a week has passed, a month has gone, and then a year has disappeared right before our eyes! What just happened? What did I accomplish? Where am I going? Am I truly happy?
Do yourself a favour and STOP.
Just STOP and give yourself 5 minutes…
Believe it or not there is some fantastic reasoning and self-discovery to be had behind the dreaded interview question of “where do you see yourself in 5 years”
5 years seems like a ‘pretty far off in the distance’ time period of time so let’s break it down first. Take a moment to really dig into your inner psyche and figure out what the answers to the below questions are for you; pen them down to help solidify them if you like!
- Which activities at work (or part of your current profession) really make you truly happy and fulfilled — why?
- Which activities at work (or part of your current profession) are the parts you most dislike – why?
- What are 4 things in your life that you most highly value and couldn’t live without (ie. family, health, financial freedom, physical things, challenge, furthered education, adventure, balance etc.)
Okay good. Now, let’s take those four things (values) you have just listed and start defining in each of those categories what kinds of things you would like to achieve in each category.
Example of Values:
Family/Friends – more time with the kids after work hours – turn off the phone at 7pm. Make an effort to keep in touch with friends – have a bbq once a month as a group.
Financial Freedom – start to focus on career progression- volunteer for more responsibility and focus on the job I’m doing right now – am I doing it to the best of my ability? What could I improve so I am continually growing? Define a savings or investment plan to build my personal wealth.
Health – Start going to the gym 2x a week. Invest in a yoga class once a week to lower stress levels
Furthered Education — I know learning new things invigorates me. I want to continue my education through a Masters program that would suit my lifestyle and allow me to maintain balance in my family and work life.
Now do a quick review. Are these things really, truly the things you want from the 4 most important categories in your life? Are these 4 values you’ve listed truly the things you see as the most important pieces of your life; things that drive you, invigorate you, make you the happiest?
Excellent. These things you’ve come up with in those few minutes of self-reflection are the core components of what drives you, make you happy and are ideally where you want to focus your attention over the next 5 years.
We’re not done yet though.
Now, take a moment and think about the year ahead. Where are you now, as measured up against your values; the 4 categories you listed above? Room for improvement?
Take a moment and start to break down your next 12 months whether it is by month or quarter – put some detail and structure around where you want to go; within each time period for each category so that you see yourself checking these boxes 12 months from now.
Make so you are listing elements that are very specific, and can be measured clearly so you know exactly when you’ve achieved them! Also, make sure to give yourself a date or period of time in which to achieve these things so it’s not all being piled on your plate in the 11th month; for us procrastinators.
Right. So that’s 12 months taken care of. What about the following 12 and the 12 after that?
Of course these goals are going to be much more broad and loosely termed as we move further and further out from the present moment but it’s important to think about these aspirations now. What are some lofty, long-term (might sound crazy now) aspirations you have for yourself?
Suddenly it will be 5 years from today and you will wish you had spent some time mapping out your plans so you had achieved something amazing in your life right?
Take the time NOW.
Ultimately, everyone struggles with taking the time to explore the key things that make them tick and truly figure out what they want out of life. It can be an overwhelming task but if you:
- Be realistic!
- Break it down,
- Work from your values
- Figure out what your end point is, and work backwards
- Really put the pressure on yourself to stick to your goals (we’re our own worst enemies sometimes!)
…then you’re sure to have lived a full, driven, passionate and fulfilled life.
So… here’s hoping the next interview you attend you’re begging for them to ask you the ‘where do you see yourself in 5 years’ question so you can ultimately answer with confidence and then ask THEM the right questions to figure out whether they are the right company for YOU and if they’ll help you get to where you want to go!
To Your Life-Long Success!