{"id":999881647,"date":"2017-09-05T12:20:00","date_gmt":"2017-09-05T12:20:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=914472168"},"modified":"2017-09-05T12:20:00","modified_gmt":"2017-09-05T12:20:00","slug":"tech-recruiters-wish-cios-knew","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/tech-recruiters-wish-cios-knew","title":{"rendered":"What Tech Recruiters Wish CIOs Knew"},"content":{"rendered":"

\"\" Although technology managers don\u2019t always like to admit it, a good recruiter can be their best friend, especially in today\u2019s labor market. Whether they\u2019re internal or contract, an experienced headhunter who knows their way around technology can separate the truly qualified candidates from the ones whose backgrounds might fit the bill on paper, but who won\u2019t fill a role with exceptional technical, communications and people skills. Recruiting succeeds when it\u2019s approached as a partnership. Oftentimes, hiring managers struggle to properly explain their needs to recruiters who haven\u2019t taken the time to learn about a role\u2019s technical requirements or the team\u2019s dynamics. In other instances, hiring managers assume that recruiters are as familiar with the relevant technology as their team members are. That kind of misunderstanding can make the recruiting and hiring process far more painful\u2014and lengthy\u2014than it needs to be. Not long ago, we asked CIOs<\/a> what they wanted recruiters to know as they looked for winning candidates. Now, we\u2019ve turned the question around to give recruiters a chance to explain how tech hiring managers and CIOs can help them conduct a successful search. <\/p>\n

Communicate Clearly<\/strong><\/h3>\n

\u201cWhen it comes to working with recruiters, the more detailed feedback you can provide about candidates, the better I can perform for you,\u201d said Doug Schade, a partner in the software technology practice for WinterWyman search in Waltham, Mass. Like many of his colleagues, Schade believes \u201ccommunications is key\u201d in the relationship between recruiters and firms. \u201cSpecifically, the more a technical hiring manager can provide detailed feedback on their likes and dislikes on r\u00e9sum\u00e9s and interviews with candidates, the more adeptly recruiters can become at refining search parameters,\u201d Schade said. That, in turn, often results in a search that lands you the best candidate in the most cost-effective way. <\/p>\n

Don\u2019t Underestimate Candidate Experience<\/strong><\/h3>\n

One experienced tech recruiter, who asked not to be identified, said that if he could have one wish, it would be that hiring managers treat candidates \u201clike a friend of the family, someone they\u2019d offer basic courtesies to.\u201d Especially in today\u2019s tight labor market, the candidate experience is key to a company\u2019s ability to engage and hire the best talent\u2014and ultimately achieve success. This recruiter, like many others, urges hiring managers to remember that \u201cpeople talk, and a firsthand negative review is much more impactful than a bad [online] review.\u201d \u201cRemember that your hiring process is your first deliverable to the candidate,\u201d added Will Kelly, managing director of recruiting firm Veredus\u2019s Dallas office. \u201cIf it takes you six rounds of interviews and several reschedules to hire a developer, you\u2019ve already freaked them out.\u201d Kelly recalls a \u201cgreat candidate\u201d who removed herself from a potential job with a client with a hot product and \u201cawesome\u201d tech stack. \u201cTheir hiring process was like someone lit a rodeo on fire,\u201d he said. \u201cShe was thinking, \u2018If this is how they hire, I shudder to think how they manage to ship software.\u2019\u201d <\/p>\n

Make Offers Like You Mean It<\/strong><\/h3>\n

Kelly also believes the candidate experience extends into the offer stage. \u201cIn this market, companies need to say, \u2018I value you\u2019 right out of the gate,\u201d he said. \u201cIt\u2019s important to build immediate loyalty by making people offers they\u2019re excited about. If you\u2019re patting yourself on the back from a fiscal point of view about pushing out minimal offers, that\u2019s going to bite you in the butt eventually.\u201d <\/p>\n

Take the Long View<\/strong><\/h3>\n

As in any business, the best recruiters want to engage their clients for multiple assignments over the long term. \u201cI would much rather build a whole dev team at 20 percent than just sling r\u00e9sum\u00e9s at 30 percent,\u201d said Kelly. \u201cIf contingency agencies truly believe you will be making placements with them, they\u2019ll gladly charge less.\u201d <\/p>\n

Build the Relationship<\/strong><\/h3>\n

Like Kelly, many recruiters believe that long-term relationships make for better business. But they\u2019re also well aware that, for them, \u201cbetter business\u201d is defined by the results of their searches. To deliver the right candidates, they need to know how managers like to work and the type of culture they want to maintain. So don\u2019t hold recruiters at arm\u2019s length, they say. Find a professional who you\u2019re comfortable working with, who\u2019ll put in the time to understand your business as well as the dynamics (and tech stack) of your organization. Investing time in building a relationship with your recruiting team will pay off in the long run, as you add more highly qualified tech pros.<\/p>\n","protected":false},"excerpt":{"rendered":"

Although technology managers don\u2019t always like to admit it, a good recruiter can be their best friend, especially in today\u2019s labor market. Whether they\u2019re internal or contract, an experienced headhunter who knows their way around technology can separate the truly qualified candidates from the ones whose backgrounds might fit the bill on paper, but who […]<\/p>\n","protected":false},"author":132,"featured_media":914472168,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881647","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"\nWhat Tech Recruiters Wish CIOs Knew - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Although technology managers don\u2019t always like to admit it, a good recruiter can be their best friend, especially in today\u2019s labor market. 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