The IT workforce in Quebec is a highly coveted resource and becoming increasingly scarce. While the positions to be filled are becoming more and more numerous. In June 2019, there were more than 4 400 vacant IT jobs in Quebec.
The IT industry is rapidly and consistently growing and the situation of labor scarcity in Canada does not help with the recruitment of IT professionals. Candidates looking for a job in IT are rare.
This situation represents a major challenge for IT recruitment agencies. They must be resourceful to find the best IT candidates for developer, programmer, system administrator and other specialist positions. To complicate matters, there are as many candidates as there are recruitment agencies. In all this bustle, what defines a great IT recruiter from another? To answer this question, Present has listed our top 3 qualifies in a great IT recruiter.
When it comes time to fill a technology position, IT managers and human resources have two options: recruit themselves or delegate the responsibility to a specialized IT recruitment firm. In general, the reasons why managers decide to use the services of an IT recruitment firm are speed, the quality of the candidates and a fair price.
To succeed in reaching the desired results, specialized firms have many advantages:
- In-depth knowledge of the IT field and emerging trends;
- A wide and varied network of contacts;
- The right tools;
- Proactive qualification of candidates;
- The satisfaction guarantee.
A good IT recruiting firm’s main goal is to simplify and speed up its customers’ hiring process when filling a permanent or contractual position.
In addition, recruiters specialized in IT need to possess certain qualities. Although an excellent contact network is an essential asset for all recruiting firms, other more specific qualities and abilities set some firms apart from others. Here they are:
1. A good understanding of the employment contract
The selected recruiting firm must be very familiar with the IT position to fill. It must know the specific qualifications required, the projects in which the selected candidate will take part, and his or her responsibilities.
The recruiter must endeavor to learn as much as possible about the contract and identify what will most likely attract candidates.
Each summer, many small and medium business owners take the risk of spending a few weeks without their key resources. Whether it's a system administrator, a person with expertise on specific applications or even an employee dedicated to the help desk, all have a vital role to play. Yet, when these resources are absent during the summer, everyone hopes that the infrastructure will not experience any problems to interrupt the normal flow of daily business services.
It is not for nothing that companies spend on average 70% of their IT budget to " keep the lights on." This is truly a daily requirement.
Recruitment, like other spheres of business, has evolved considerably in recent years. In addition to the changes taking place in business, the behavior of candidates is also evolving, which is forcing not only IT managers to adapt, but HR and marketing departments as well.
Here are four trends in IT recruitment that we are seeing dominate 2015, which demonstrates the evolution underway and necessity for companies to be ready to adapt.
The recruitment of certain categories of technical resources has greatly increased in complexity in recent years.
If you are responsible for hiring IT talent, you have no control over the problem of resource demand being stronger than supply.
However, you can simplify your task by avoiding certain mistakes:
Pay equity is at the heart of business concerns. Pay scales are built to offer an equity within the company, however, the internal reality can often be out of step with the market.
When the demand for specialized resources exceeds supply, the companies needing these skills find themselves under a great pressure, particularly if wage scales can not be adjusted.
The case of programmer analysts is a perfect example to illustrate this situation. Several computer languages are growing while others are in decline. The increase in the number of developers trained in specific specialties has not kept pace with demand.
After more than 24 years of experience, hiring top talent is one of the most important management tasks our recruters do.
When selecting employees that we’ll be working with for years, the choices we make are of paramount importance to the success of the whole team.
However, in this fast paced world, many hiring decisions are just made too rapidly and not treated with the importance they deserve.
There are a multitude of books on hiring and the general principles are always the same: