Finding suitable specialists and executives for the IT sector face a particular challenge. While the economy offers more jobs for IT specialists every year, the number of candidates is not growing to the same extent. Running an IT Staffing Agencie is being a though job.
One of the areas that feels the shortage of skilled workers the most is IT: software developers, data scientists, system administrators, web developers and programmers are among the most sought-after specialists on the market.
IT recruiting requires more than passive candidate recruiting. The staffing process goes from employer branding over to the right strategy, an attractive job profile, active sourcing and a good candidate experience. In this highly demanded industry, the work of professional IT staffing agencies is crucial.
IT staffing agencies deal with a special form of recruiting. It requires, more than in other industries, a specific strategy and a high level of targeted recruiting measures. This can be attributed to the particularly high demand for IT specialists and the low supply of available candidates.
Nowadays, companies barely operate without IT-know-how specialists, and candidates are aware of that. Therefore, companies tend to rely on experienced and reliable IT staffing agencies who can offer effective recruiting channels and the right approach.
How IT specialists tick and how an IT Staffing agencie reach them
IT professionals are at a certain advantage when it comes to job offers: in relation to the great demand on the market, they are available in small numbers and have therefore a wider spectrum of employment choice. Due to the high demand for IT experts, they receive a large number of job offers on a daily basis and can turn them down until a position wakes their interest.
The essential distinguishing feature of an irresistible offer for specialists who are motivated to change is individuality:
Flat-rate job offers with the same phrases and sayings do not go down well with these professionals. As innovative as these people are, the speeches should also be original and contemporary. These should contain something that other companies don’t offer them. The company’s USP must be visible and remembered by the candidate.
An IT staffing agencie is very aware of the needs and wants of the highly desired experts and help companies in this unbalanced labor market find the right fit with their professional expertise.
Active sourcing is the keyword of the hour. With targeted identification and direct addressing approaches, the chances of a perfect match are increased many times over.
Active sourcing therefore only works properly when it also becomes multi-channel sourcing, as is common in IT personnel recruitment.
Staffing process varies depending on Types of staffing
What are the steps in staffing? A question that starts by analyzing a company’s needs from the ground up. IT staffing process is directly related to the various types of staffing. An appropriate employment process for a vacant position can only be worked out once the occupation type and requirement have been identified.
In the IT labor market, both long-term full-time positions and short-term positions can be taken as required. This is often connected to the corporates’ business sector. A long-term full-time position is more likely for very large companies, or those which are primarily active in the digital world.
For companies looking for specific IT solutions, employment for a fixed period of time or until fulfilling the task can also be agreed. Depending on the organizations’ requirements, the process can also be based on a team of IT specialists to be employed. In effect, the staffing process starts by determining the position or the positions that need to be occupied. With this as a base, IT staffing agencies can undertake further specified actions in the recruiting process.
What are the steps in staffing?
1.Developing a strategy
Without a strategy, nothing works in recruiting. This applies in particular to highly specialized areas in which there are special requirements on the part of both the employer and the employee. A specific recruiting strategy helps to avoid unnecessary things and to take the right steps in a targeted manner.
For example, a significant part of the strategy is to determine the analog and digital channels through which candidates are approached. After all, in a highly specialized area like IT, the candidate market is very inhomogeneous.
2. Creating a requirement profile
For the targeted recruitment of suitable people, a clear requirement profile is required on the part of the searching company. This is the only way to search for potentially suitable candidates and to exclude unsuitable ones.
The internal requirement profile includes hard and soft skills that are important for everyday work in the advertising company.
The cultural fit is also becoming increasingly important: This describes whether a potential perfect match actually fits into the company in terms of values, ideals and ideas. This is important not least in view of the fact that the future top staff not only work for the company, but should also actively help to expand its success – especially as managers.
3. Planning an approach & developing a job advertisement
Only an IT staffing agencie that know their target group (i.e. IT specialists) exactly, can find the right notes to convince said target group of themselves. Blanket job offers that do not individually address the respective requirements and knowledge of the relevant people have long been out of date. Tasks, requirements and advantages can be presented differently in a good IT job description.
A manager or specialist in the IT environment is not an all-round talent who `can digitize’. There are now so many different specialist areas in IT, each of which is a separate science and requires extensive specialist knowledge and in-depth skills.
The profiles of the relevant specialists are correspondingly diverse. A software developer doesn’t want the same things as a data analyst or a head of engineering.
Only those who know what requirements, expectations and worries the desired people have, can arouse attention amongst the target group and create a tailor-made, target group-oriented approach or job advertisement that does not sound like an unoriginal and fade text.
4. Starting active sourcing
For the majority of IT vacancies, the days are over when the perfect match was found by means of passive recruiting, based on the principle of posting a job advertisement online and waiting for an ideal candidate to respond. Active sourcing is the order of the day. Recruiters go into IT headhunting for the best potential job candidates.
For this purpose, career portals and social media are used to address interesting and suitable candidates directly and to draw their attention to the company. With the right approach, the IT staffing agencies’ wishes and requirements are specifically addressed in order to convince professionals of the advertising company.
Active sourcing doesn’t just mean getting in touch with potential job candidates and then wait. Above all, it means sticking to it. The more the IT recruiter interacts, the more likely a company will be remembered by the potential employee.
5. Identifying suitable candidates
The aim of active sourcing is to find suitable candidates for the vacant position. If staffing process has proceeded with a strategy and a concept, an IT staffing agencie should, in the best case scenario, soon have some potential ideal casts. It is then important to keep these and not lose them to the competition.
6. Getting specific
If it becomes concrete with one candidate, or several, the time has come to get to know them better. In personal conversations with interesting candidates, a further mutual selection can take place and in the end perfect match can be found. With the candidate it is then necessary to enter into contract negotiations, talk about important details and future visions.
With the above said, IT staffing agencies should not be underestimated when it comes to finding skilled IT professionals. Relying on the experience of professional recruiters in this critical expertise area can give companies an effective head start while saving time and unnecessary costs.