Tag Archives: Timberhorn

Qualifying a Job Requisition

 

Today’s video Blog is about qualifying contract and direct hire jobs.

In addition to the video below, we have a list of qualifying quesitons that can be used by new hires and account managers new to staffing.

Requisition Qualifying Questions

 

 

When speaking with Managers for Contract Requisitions:

 

What are the skills required?  How many years of each?  Can you rank them in order of importance?

 

What are the preferred skills?

 

What are the responsibilities?

 

What is the length of the contract period?  Is there a possibility of going perm?

 

What is the business impact of this person’s role and what is the work being performed?

 

Is this a team or stand alone-oriented position?

 

What are the selling points of this role?

 

What is the size of the team? How many of those are consultants?

 

How long has the requisition been open?  Why is it open?

 

When do you want this person to start and how critical the loss, the longer you wait?

 

What has the feedback been on other resumes?

 

How many vendors are currently working on this position, would you be open to an exclusive arrangement?

 

Are there particular companies from which you would like to see candidates?

 

What is your IV process and typically how long is the process?

 

What is range for the bill rate for this position?  Are you willing to be flexible with the range or is the amount given the maximum allowed in your budget?

 

For Permanent Requisitions:

 

What are the growth opportunities?

 

What are the skills required?  How many years of each?  Can you rank them in order of importance?

 

What are the preferred skills?

 

What are the responsibilities?

 

What is the business impact of this person’s role and what is the work being performed?

 

What are the selling points of this role?

 

What is the size of the team?

 

How long has the position been open?  Why is it open?

 

When do you want this person to start and how critical the loss, the longer you wait?

 

What has the feedback been on other resumes?

 

How many vendors are currently working on this position, would you be open to an exclusive arrangement?

 

Are there particular companies from which you would like to see candidates?

 

What is your IV process and typically how long is the process?

 

Will you relocate for this position?

 

Do you sponsor H1’s?

 

What is range for the salary for this position?  Are you willing to be flexible with the range or is the amount given the maximum allowed in your budget?

 

Can I get a list of benefits and/or a PDF of the company benefits? List outlining unique corporate offerings (Onsite Healthclub, Cafeteria, Cleaning Services, Onsite Healthcare, etc.)

Get Your A** on the Phone

There are a ton of recruiting and sales tools on the market but nothing takes the place of your phone. As a Recruiting and Sales professional in the IT Staffing marketplace, the phone is your business partner and the most important tool in your toolbox. This is not a continuation of my blog artice The Number One Recruiting Tool for 2013 but it is a nice companion piece.

GET YOUR ASS ON THE PHONE!

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10 Attributes of a Fast Growing Company

Click on the image below to view Kmack’s 10 Attributes of a Fast Growing Company.

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DFW IT Staffing’s Kevin Womack gives a list of the Top 10 Attributes of a Fast Growing Company….CHECK IT OUT!

Writing a resume? This is all you need to know

Whether you are a recruiter or a technical professional, the resume needs to……..

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Click the picture of this goofy looking guy to play video link!

 

 

 

Job Search and Resume Tips for 2013 IT Grads

Lately there has been an exorbitant amount of How To’s or Job Outlook information for new grads on Linkedin.

DFW IT Staffing would like to help 2013 IT Graduates by providing some basic tips on searching for jobs and getting your resume ready.

 

CHECK OUT THE VIDEO BY CLICKING ON THE PICTURE BELOW

Tips

 

Tips for Recruiters to Stay on Top of Social Media [Video Interview]

The post below is actually a repost from Leslie Mason. This is a Video Interview / Blog that Leslie did for Bill Vick. A brief intro about Leslie Mason:

Leslie Mason is an Executive Recruiter for Intuit specializing in Social, Mobile, Global, Big Data and Saas. She has been recruiting in the DFW since 1990 and is an AWESOME recruiter and person. I am honored to have her permission to repost the article below. You can view Leslie’s Linkedin Profile at http://www.linkedin.com/in/lesliemason

 

April 2, 2013  by

(Click on picture above to view video)

The most frequent comment I hear from recruiters when we talk about social media is that it takes too much time… they are super busy finding candidates and filling reqs and don’t have 2 -3 hours a day to spend on social channels, updating their statuses and broadcasting information.

While I agree that it takes a bit of time up front, once you have all your social profiles completed you really only need to spend 30 minutes a day monitoring and updating them.  I am a big believer in automating whenever possible and have found some great tools to help me navigate the social media waters.

First get all your profiles “social ready” especially your LinkedIn profile.  Make it easy for candidates to find you, have your LI Profile completely updated.  Make sure you are an open networker and your profile clearly spells out what you are recruiting for, what industries, etc. and how to contact you so candidates can find you.  I also use a one click LinkedIn invitation and post that on my profile so people will connect with me.  A friend of mine, Stacy Zapar, figured out a way to do it.  Here’s her article with instructions: http://www.stacyzapar.com/2010/12/how-to-be-linkedin-pro-create-one-click.html.

My favorite tool and secret weapon is the Bitly Bundle!  Keep all your current job openings in a bitly bundle and post it on your LinkedIn profile at the top of your summary.  You can tweet and post to Facebook directly from the bitly bundle.  I socialize my bundle every Friday so people can review my job openings over the weekend. It’s quick and easy and only takes one click.  Bitly also tracks analytics and creates a QR code for your jobs… very cool.

Some quick ways to automate are to follow blogs and online papers like Mashable, TechCrunch, Fortune, VentureBeat, INC.com, Wired, Engadget, etc.  Then use RSS feeds to Google Reader or Outlook.  You can quickly scan and click on interesting articles and then use a tool like Buffer App to schedule sharing via Twitter, LinkedIn and FB.  This is a free tool that allows you to schedule up to 10 articles at specified times each day.

HootSuite or TweetDeck are great tools to manage social feeds.  I use HootSuite and have linked it with my Twitter, Facebook and LinkedIn Feeds.  I have tabs for each stream and can schedule posts to all of these networks, multiple times.  Bullhorn Reach is also a free service to automate job postings; it will send your jobs out to your specified networks at specified times.

People are visual… we find that candidates today want to see what it would be like to work with potential employers.  A great way to show your company’s culture is with Pinterest.  You can create Community Boards with pictures of your campus and candid pictures of employees having fun at work as well as videos from the hiring managers.  This gives candidates a peek behind the curtain, into your organization.

Remember the first rule of social is to build relationships!  We are not out there to be a job board aggregator.  Become a subject matter expert in your area… follow thought leaders, engage with them, comment on and share their articles.  You never know…one day you may get an invitation from Bill Vick to be interviewed.

 

 

Don’t get me started……..Rant on 3rd Party/H1 Candidates

ThisBitchisMyRecital

 

I have a few issues to address with 3rd Party Sub-contracting companies………and I need to get them off my chest!