Recruiting your IT management staff without the aid of an internal recruiter is extremely time consuming. But working with a recruiter also has its downsides, too.
I’ve had mixed results when I’ve used a recruiter to staff up. What tips do you have for working with in-house recruiter or a headhunter to hire your IT management staff? Share your ideas here, or write to me at dcgate@yahoo.com. I?d like to include your ideas in an upcoming story.
When I was recruiting my management staff, I found roughly one potential candidate in every 50 applicants. Without the aid of an internal recruiter, I spent at least two days a week searching for a staff. I advertised, I checked online databases for employees, and I contacted my own professional network. In four weeks, I had made two job offers and only one candidate had accepted. I wasn?t staffing up as quickly as I needed to.
Then the company assigned an internal recruiter to assist me. However, there?s a challenging dichotomy about working with an in-house recruiter. They?re there to help you. But I I had to spend a lot of time educating the recruiter about my area of business and the competencies and aptitudes I needed on my staff.
I also expected my recruiter to turn up more candidates than I had in the same amount of time. After all, she was recruiting people five days a week. This proved to be an unrealistic expectation, however.
In the end, I felt like when I did my own recruiting I had more control over the process, got better quality candidates, and screened people more effectively. The best thing my internal recruiter did for me was help to fill out all the appropriate new-hire paperwork.