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Need all opinions regarding IT Recruiter

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Over the past year of unemployment I have interviewed with IT recruiters who have no computer or technology experience; and these are the people making the choice for my chances at a position?
It has been frustrating for me, a certified and experienced technician, to have to submit to the judgment of these paper pushing Management B.A.'s

To that end, I am collecting stories from fellow unemployed or contracted IT workers like myself with horror stories about IT recruiters or recruiting. I hope to compile them into an article that might serve to shed some light on the topic and also help others vent their frustrations.

Please send stories to:
If I choose to use your story to compile into my article I will contact you via email.

This conversation is currently closed to new comments.

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All Comments

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A hot potato!

by areets In reply to Need all opinions regardi ...

An extremely hot subject! As having suffered from this, I decided to also use my IT experiences and skills to attempt to be active about it.
After extensive Internet research, I have concluded that it is dire straits within the IT and even more soin the ICT sector.

ICT KSE set is at a much lower level than we have realized in the EU and those that do not have a solid ICT KSE literacy level are the catalysts between the employers and those in search to practice better approaches. How many time the IT recruiter interviews potential candidates without knowing the requirements. Once the potential employer provides requirements, one is unsuitable. Was that so difficult to have achieved on first contact? The IT recruiter is looking to satisfy their clients, since they could lose out to the bigger sharks out there.

It is scary and only the EC can truly do something about this. A professional code of conduct between the sectors? recruiters and companies must be established. Some companies take advantage of the knowledge lack in recruiting agencies.

Feel free to contact me by e-mail if any precise questions you think I can answer.


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What They Want

by Oldefar In reply to A hot potato!

Since the recruiters are searching for prospects that meet criteria based on key words and checked boxes, an approach may be to saturate your resume with these and then clarify during the technical and hiring interviews.

This approach works best if you focus your searches - apply only for jobs where your interest and experience are matches. Since the recruiters seem unable to filter candidates correctly, the job seeker has to take on the responsibility and turn the recruiters into pass throughs only.

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:) Excellent.

by admin In reply to What They Want

I know this works in this area. It's usually a more than full time job to do a job search- especially right now. It's often a matter of deciding on where to focus your energy.

I have personally found it's often easier to change systems from within, and what it takes to get in is often not preaching reform in the hiring process. You have to just remember once inside to try and keep your commitment to create positive change. :)

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educating recruiters

by john_wills In reply to Need all opinions regardi ...

I have often explained to employment agents what the job requirements mean, how one IT term relates to another, etc. Some of them are quite honest about their incomprehension of the requirements and grateful for enlightenment. Of course, the enlightenment I give them may be what gets another candidate the job, but at least I have made the world slightly better.

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The problem

by road-dog In reply to Need all opinions regardi ...

The Typical recruiter's modus operandi is as much a product of the hypercompertive and repressed market, particularly as relates to IT/Telecommunications.

One beef that I have with recruiters as of late is their suicidal protection of client information. Many times job postings do not even list a particular point of contact within their organization for the position. If you do track this person down and make contact, they often want to submit your resume to the client without you even knowing who the client is or answering any questions about the context of the position.

If I cannot get information about the position, I decline sending my resume. I understand that they are concerned about competing recruiters running you into the client for an extra couple of bucks/hour or having you approach them yourself, but this gets ridiculous at times.

I also become alarmed that if the recruiter seems to have NO specific information about the position, then quite possibly they don't even have a contact with the client and are hoping to poach a position posted by another recruiter. To provide a resume to these types is damaging, because a client will often drop a candidate submitted by multiple recruiters to prevent a conflict over the finders fee. To shotgun a resume blindly out in response to a Monster posting can really hurt your prospects, particularly when multiple similar postings hit the boards simultaneously from different recruiters.

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A Solution

by road-dog In reply to The problem

The answer is to have a trusted relationship between an recruiter and a contractor. I used to have such a relationship with one who would sometimes ask me about additional services he could incorporate into his bid to the client. We were able to "fast track" some engagements this way. That is in the past though, another casualty of high turnover in the body shops.

This situation will probably not improve until the market does and recruiters stay in one place long enough to get good at what they do. Then Clients and Contractors will get improved services and the commissions will roll in.

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In-house Recruiters

by Oldefar In reply to A Solution

I have seen situations where the recruiters work directly for the company they are recruiting for. A key advantage is that it creates a limited customer base and drives customer satisfaction (the hiring manager) to the top of their key metrics.

Smaller firms tend to rely on external recruiters, and at the same time are too small a percentage of the recruiter's customer base to get the individual attention. It all becomes a numbers game.

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What's all this recruiter crap!

by Oz_Media In reply to In-house Recruiters

Who relies on a recruiter or job posting to approach a company? The unemployed do.
1) What do you want to do
2) Where do you want to work
3) What will you do for the company (not what degrees you have, nobody really cares how long you went to school)
4) Who is in charge of the decisions.

Result, no recruiter, no job posting, no competition
Now learn how to sell yourself and your proposal to benefit the company. If you are unable to find a decent IT job, maybe you you should focus on why you went to school, to get a cert (irrelevant these days) or learn how to improve someones business.

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as an addendum to my lecture below..

by ghstinshll In reply to What's all this recruiter ...

You know, using a recruiter SHOULD be used as an additional method of searching for a job. Recruiters have called me over the years for positions I was under-qualified for, and didn't pursue... If it had been the right time, with the right job, I would have entertained the idea.

You do have a good point though. You don't NEED a recruiter to land a job with a good company. Many companies in Iowa's metro areas use recruiters to temp-to-hire, to find the best people while fishing for them rather than taking the initial costs and benefits on themselves, while paying less. It's a smart idea, though I hate it as an employee. It'd probably cost as much to have a dept in house do it too!

Regardless, GOOD cover letter and resume writing skills are rare, added with people's lack of resources (or lack of motivation and creativity) lead them to rely on recruiters to find them a job. At one time, I had great opportunities going with recruiters, then I found my dream job online myself and nailed it with good inter-personal skills and interviewing skills.

Recruiters are necessary, but not an end-all to jon hunting.

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Build relationships

by turnerc In reply to The problem

The best way to deal with recruiters is to build as good a relationship with them as you can. The most important aspect is to build you relationship with a RECRUITER and not focus on the Recruitment COMPANY. This way you can weedle out the bad recruiters, even within a single recruitment company. By doing this you also have a recruiter who instantly knows your skills set, and your likes/dislikes.
I have used this tactic before, following one recruiter from company to company. At one point she moved from IT Recruitment into low-level secretarial, but she could always find me the job/contract that I needed.
Having used recruitment agencys and recruiters a lot, I find that it is hard to find a good and knowledgeable recruiter.
Having built good rapport with my recruiters, I have also learned that many consultants/job seekers see the recruiters as a place to drop off a CV/Resume and do little else. I have also been informed that a good many recruitment candidates are more than willing to talk down and snipe at a recruiter who's knowledge is not up to speed. They tend to be more a 'jack of all trades', so knowledge gaps are pretty common, but with a good relationship, and rapport, this point soon becomes moot.
Overall, a good rapport can bring as many contracts your way as a more knowledgable recruiter. With a better rapport, you are also more likely to be told information about the employers, as the recruiter feels that they can tell you, and trust you.

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