I am here to help you better understand how to work with an IT Recruiter in Philadelphia. If you are not good at what you do (Attention: employers and candidates), I suggest not reading on because we will be unable to place you or we’ll recruit your staff to better opportunities.
First off, please be true to yourself. This goes for both employers and candidates. Making up a story in hopes that you’ll land an interview or a candidate will only make you less desirable. Please stop doing this. For those candidates who do, you’ll be marked with a red flag and never pursued again. Employers, your staff will become targets.
Next, please understand that we are looking for the most compatible candidates for permanent job opportunities and who’s available with the skills needed for contract opportunities. There’s a huge difference!
Let me explain…
When an employer is looking to hire for a permanent position within their company, things like fit, potential, work history, etc. matter more. Skills are still important, but if you are not the right fit it doesn’t matter. Please understand this when you get turned down. Arguing makes you look bad. Move on.
Now, when an employer is looking to hire a contractor for a project, skill and expertise becomes more important, along with availability. Typically, it’s first come first serve if you have the skills for a contract opportunity. For permanent employment, employers will interview multiple people to ensure the right fit and skills.
There are two major things that employers must understand and that is either your staff’s being recruited to other opportunities or you’re getting talent recruited to your company. In some cases, a slimey Recruiter will do both.
Understand, that you are not in the driver seat. Ultimately, the candidates are in that seat. Yeah – I know. Without us, there would be no job opportunities. Blah…blah…blah! The reality is that there are and plenty of job opportunities. You must also realize, an IT Recruiter who is armed with great talent is in the driver seat as well. Giving us a hard time may not be the greatest of strategies. Go back to my point above.
For employers to be successful, it’s not always needed to work with an IT Recruiter. Low hanging fruit exists, you just need to know where to look (i.e. Meetups, LinkedIn, Staff Referrals, etc.). Etc. does not mean job boards. Stop wasting your time and money. You will not find the best people there. Think about it – would you ever see Michael Jordan on a job board? The answer is no. Stop.
The value that a good IT Recruiter brings to an employer is transparency. They know where the talent exists. They know what it will take for you to get them interested. They can advise you on how competitive your job/company is versus others. They can even help with your staffing budget. You know – setting realistic expectations…not going off of salary.com. Last, but not least, they can help you build a great company through the people that they offer.
So, now you know. Oh, one last thing regarding fees and markups for our candidates:
- Standard = 20% fee of the placed candidates first year’s base salary, 90-day candidate guarantee, payment due within 30-days of the placed candidate’s start date
- Hourly Rate = $10/hr. -$20/hr. for lower-level positions – $50/hr. – $75/hr. for subject matter expert-types
It’s simple. You are either talented, have potential or you are not placable.
Candidates who are talented or have potential make an IT Recruiter money. Those who aren’t, do not. It’s a simple equation for the Recruiter:
- Talent + Opportunity + Successful Placement = $$$$$
- Potential + Opportunity + Successful Placement = $$$$$
- Not Talented/Limited Potential = $0
Talented people work at great companies. They are the most difficult to recruit because they work at a great company. Most, if not all, employers would love to have this type of talent. Really talented people are few and far between in Philadelphia. The 1%.
Candidates with potential are a bit easier to recruit because it’s unlikely they are working at a great company. They usually can be found working at a large enterprise or a small-to-mid size company that has been around for 20+ years. These candidates are the 9%. They make Recruiter’s the most amount of money because they are open to exploring opportunities versus the talented.
We already know that candidates who are not talented or those with limited potential do not make Recruiter’s money. The 90%. That’s not to say employers will not hire these type of candidates. They will. They just won’t pay a Recruiter for them. These folks can primarily be found on job boards or networking events when they are typically already unemployed.
To a Recruiter, unemployed means not talented. Outsourcing, bankruptcy, merger/acquisition or company move are all factors why someone is unemployed. These types of scenarios get a pass from a Recruiter. All other cases do not. You’ve been laid off. Recruiter translation = you are not talented. We would rather work with a candidate who is employed, as would most employers.
Recruiters are here to help employers successfully hire compatible candidates. The 10%. We work for the employer, not the candidate. The employer writes the check, not the candidate. HOWEVER, without a talented candidate or one who has potential, a Recruiter has nothing. So, you can see how important the life-cycle is to a Recruiter.
- Employers – negotiate the terms and conditions up front. If the fee is not negotiable, payment terms and/or candidate guarantee periods may be. Explore your options, but do not base your decision solely on this. Ask for references.
- Candidates – make it easy for us to contact you. Return our messages. Don’t call us when you are unemployed.
- Recruiters – stop mass emailing candidates. It makes you look bad.
- Understand – Recruitment is not HR. We don’t get involved in the drama, retention, benefits, etc. We recruit and staff talent.
- Discrimination – it exists.