Companies generally like to work with other companies that know their industry and have a strong background with desirable contacts within their field. The staffing industry is no different, which is why working with a specialized staffing firms can give you a significant edge over generalized staffing firms.
When it comes to IT staffing firms, things can often get pretty technical, as you would imagine – but that doesn’t mean hiring an IT staffing firm should be difficult. Our very own Director of IT Contracting James Vallone and Executive Leadership of Contracts Ben Sanborn provide guidance and tips on how to select an IT staffing firm, as seen in InformationWeek.
InformationWeek: One question we are often asked is, "What are the advantages and disadvantages of partnering with a specialized IT staffing firm versus a generalized staffing firm?"
Understanding the pros and cons can help you find a firm that most closely meets your specific staffing needs. Generalized staffing firms are often large, national firms with recruiters that typically work remotely. They staff all types of roles and positions and do not focus on a specific discipline. They have broad talent sources called staffing generalists. They can be experts at staffing large volumes of roles and, for companies that focus on quantity vs. quality of hires, they make routine, high-volume staffing convenient. If we compare them to the healthcare world, they would be general practitioners.
James and Ben have identified a few of the differentiators between generalists and specialists in IT staffing, that help businesses determine if a firm is right for you:
- Are they local?
- Do they have people that specialize in current technologies or are they IT generalists?
- How long have they existed?
- Are they active in the community, do they hold meet ups, do they participate?
- Do they speak your language and can they hold a conversation with you on the technology?
- Do they listen and understand your needs?
- What is their reputation in the industry?
- Do they have a sourcing strategy or are they just fishing from the same pond?
- Do they make it easy for you to staff?
- Are they a full service provider?
You can read James Vallone and Benjamin Sanborn’s full article here on InformationWeek: 10 Tips: How To Select IT Staffing Firms
The holiday season is one filled with friends, family, and reflection on the past year. Here at Workbridge Associates, we have a lot to happy about. It's been a great year, one of our best, in fact!
We've placed a record amount of job seekers with new companies, expanded our national staff, and created a successful new event series that help provide a forum for our technologists to come, learn and network!
We would just like to thank all of the businesses that have worked with us in 2012. Your patronage has helped us find opportunities for all of the talented technologists we work with day in and day out. It truly has been an honor to be a part of building your business!
When you decide to work with Workbridge Associates, we want to help you achieve your goals with your job search. Among prepping you on the background of the company and the job description, the recruiters will also ensure your resume is in tip top shape before sending it off to different companies.
In order to help you with that, we wanted to share some knowledge to help you put your best foot forward with all your interviews.
Below you will find five great tips that you can use before you even step into our office- enjoy.
BY RYAN BRITTAIN
Going in for an interview with a company that you really want to work at? Make sure you are doing a few things beforehand to ensure success:
Google the company
Check their web site's About Us tab and make sure you know what they do and who their clients/partners are. Also, see if you can find any articles or news about the company to gather some good small talk material for the interview. For example, “I saw that you guys recently announced plans to do [project]. How will that affect this position, team, department, etc.?” Look into the management team and get a feel for who is leading the company and where they come from. Nine times out of ten, someone in the interview will ask, “What do you know about us?” Impress them with your answer and get the interview started on the right foot.
Check out the interviewer’s LinkedIn connections
Look up the people you are scheduled to interview with. Check to see if you share any work experience, connections, former colleagues, clubs, interests, etc. For example, “I looked up your profile on LinkedIn and saw that you used to work at [company]. Did you work on [person you know]’s team?” The goal is to make the interview more conversational.
Check out their posts and followers on social media
If you know who you’re meeting with, follow them on Twitter and/or scan their blog. Perhaps they tweeted about an event you recently attended, or commented on a band or sporting event that you like. Doing things like this shows that you are thorough, “plugged-in,” and can create the personality/culture connection that is very important in the interview process.
Get there early…but not too early
If you are unsure how long it will take to get to the interview, make sure you allot some extra time for traffic, getting lost, tie-straightening, etc. If you are more than 15 minutes early, grab some coffee or run through some practice questions and answers. If you show up too early, it can be an inconvenience to the manager.
Have questions ready
Show that you have put some thought into the company. I have interviewed hundreds of candidates for internal positions with my company and I will always wrap up the interview by asking: “What questions do you have for me?” If someone gives me a blank stare and has no questions, I assume they are either not interested or not able to synthesize the information in the interview to come up with a question.