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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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by In reply to The problem

Hi Bob,
Your reply hits a very valid point. I'm interested in getting more of your thoughts as a techie on this.
If you're availible to discuss, contact me at:

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more advice

by ghstinshll In reply to The problem

Always ask ahead of time for a job description for the job they want to submit you for, or for the one that's coming up to decide if you want them to submit you first. That's a great way to stay on top of things too.

You should be able to feel it out which companies in your area the recruiter is hunting for, and with a little experience, you'll be able to tell who all their contracts are with.

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Some form of professional conduct !

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

Your comments, truly justifies this posting. When looked upon across Europe, if a professional code of conduct between the recruiters and companies do not exist then we cannot move forward in harmonized manor. I feel that professionals and politicians in these sectors must agree on a pragmatic approach to setting up a coherent communication exchange platform that eases on time wastes and offer better quality to this service sector. Companies could be obliged to offer a standard description thatis presented once there is an established contract between the job seeker and recruiter. I see no negative impacts to a three-party agreement. The hiring process can be much smoother and with regular reviews, quality of service is almost guaranteed.


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Who are you writing the article for?

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

I replied to your 'techrant' email and got an automated response. Please contact me at and provide information on who you're writing this article for and please identify yourself to our members as well.
Judy Mottl
Senior Career Editor, TechRepublic

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re: Who I'm writing this article for

by In reply to Who are you writing the a ...

My name is Brian Thomas, I am a Systems and Network consultant. I am not writing the article for anyone yet. I am first writing it because I feel this topic regarding the current hiring state, vis a vis IT recruiters, is an important one. I am sending a ping out to others in my profession, the idea being that we can pool our suggestions, share our complaints and maybe boost each other's chances when that interview arrives. If I cull enough information and responses, then I might look to post orpublish it somewhere to keep the discussions advancing.
I think it's important right now that we afford each other the lessons we've learned from our own mistakes or achievements.

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From a Recruiter

by pattim In reply to re: Who I'm writing this ...

Hello, I just happen to be a recruiter for IT and others. As a recruiter my job function is reading resumes for skills and experience, and interviewing the candidates for a match with the companies. I may or may not know all the tech terms and meanings, but that does not disqualify me from placing qualified candidates into IT jobs. The role of the recruiter is for you the candidates, to have someone linked to the hiring manager. When you apply for jobs online, you are behind 1000's of other resumes sent to the same employer. The recruiter offers you the chance to be in front of the line. It does not matter how much Tech info the recruiter knows, it only matters that the recruiter knows what skill sets the client wants. Clients almost always do not want their info out. You would not believe some of the candidates ways to get jobs, at the same time intruding on the companies=no job for you and a fired recruiter for giving the info out. If a company has hired a recruiter to find candidates, the recruiter is the companies contact. Thank You, Patti

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Fair point, but not quite there...

by rburke_36 In reply to From a Recruiter

Patti, as an IT/Instructional Development professional, my skill sets are very specific to a particular market (my Master's is in Instructional Technologies). My point is that I have many IT-related skills that can be applied to a wide range of employer requirements (e.g. if I can write C++ code, my aptitude for writing object oriented scripts is most likely very good). If a recruiter does not understand this, then there is a disconnect and the employer is missing the opportunity to interviewa very viable candidate. Often, a resume with very specific skill listings can fly over the head of the recruiter who does not understand the applicability to relevant technologies. I understand that the list of technologies is ever changing, but it would certainly help all involved if the recruiter understood the overlappings in technologies/skills by having an IT background.

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It's a Project! #1

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

I have had quite a bit of experience with recruiters over the years, in passively looking for jobs and kicking it into high gear when my company closed in 2/2002.

The recruiters I kept in contact with for nearly 4 years (before I really needed them) worked very hard to help me find a job in tough times, regardless of their situations with lack of open jobs at the time, etc...

To comment on someone's earlier mention of relationships with your recruiters, it is VERY important to keep in contact with your recruiters and keep a semi-personal relationship with them. It keeps them loyal to you and helps them understand you better as a person and candidate. A really trustworthy recruiter will talk to you on a personal level and get a feel for you. Part of their job is to find the right personnel in an operational point of view, as well as technical. Managers worry just as much about finding a person who fits in the puzzle on all sides, including personal, professional, and ethical. Ifyou seem like you have a chip on your shoulder, a recruiter may submit you, but he may already have talked with the manager that they feel you might be a good fit technically but not ethically. You HAVE to be proactive, professional, and personal tomatch up well with a recruiter.

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It's a Project! #2

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

On another note, it's not their responsibility to judge you out and seek you for their commission. If you show no interest in them and think they're just going to miraculously find you your dream job and go send you off for an interview, think again! You need to be proactive in keeping in touch with them. If you're actively seeking a job, you should be looking for things yourself (FULL TIME) and keeping in contact and checking with them on them. You should be looking hard enough and being organized enough to be able to "feel out" if a job posting you see on the web is a match for the one they are submitting you for, or if it's with the same company. Sometimes you can bring one to them and have them get an extra lead in a company they already work with. Do this and they will love you, and it will get you more results. It's a process of being a professional counterpart in your job hunt rather than a "do it for you service"...

Also, as to the caliber of recruiter you use, you should be able to decipher whether they're truly on top of the game or not. You CAN use multiple recruiters; just make sure they don't submit you for the same job. (-:{ Use the lesser capable recruiters to extend your reach, but don't expect them to take you to lunch before an interview to get you prepared for the manager and scenario (I really miss u, Cary Jo). Use them to keep feelers out in the people they work with, but keep your focus on who is (typically) the largest recruiter with the best contracts in the best companies. Keep active with them to find you something.

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It's a Project! #3

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

Companies don't like their candidates to know who they are until they interview with them. This keeps the recruiting channels free by not having dirty hunters go around to the manager, in addition to the facts remaining the facts, which are the job.This safeguards many shady employers from having people disregard them, as well as keeps the larger companies free of biased job seekers as well. It's a win-win for all. Know the system and how to go through it best to get the proper results achieved.

Ok, I know I'm rambling, so please reply and I'll respond with more if necessary. To wrap it up, you (should be) are a highly-skilled professional in the IT arena, act like it, manage your job hunt like the last new switch upgrade project you had in your office... Keep close tabs on it, your status, your future, and what's in the pipe. Keep proactive, keep in touch, and keep professional, and recruiters are great tools to get into the right companies under the right conditions.

Remember, your own hunting SHOULD be leading the path. Here?s another tip? Keep a spreadsheet of each recruiter with company name, recruiter names, and jobs you?ve applied for and their status?. This will keep you much more organized. Also keep a doc with every company name and internal job posting site you find, as well as every job search engine and recruiting site you know of. Prioritize them in a search order for your daily searches, and keep on top of the postings daily. With this kind of a process, you?re doing as much as you can to find that job.

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