What You Need to Know About Third-Party Tech Recruiting
If you don’t have the time to cook, you order in. If you don’t have the time to hire a full-time in-house tech recruiter, you turn to third-party staffing partners. Seems logical, but is this really the best decision? That depends on many factors.
In this article, you’ll discover when you need a specialized tech recruitment agency and tips on finding the one that will meet your requirements. Let’s go!
Why do you need a tech recruitment agency
Some business owners believe third-party recruitment services are too expensive and not effective enough. After all, how hard can recruiting an employee be? Honestly, it can be a long and painful ordeal if not done properly. That is why the contributions a reliable tech recruitment agency makes to your business justify its prices. Here are some of them.
A hiring partner will save you time
It can be challenging for managers to combine their day-to-day tasks with sifting through hundreds of CVs and conducting interviews. Searching for candidates can be a lengthy process: it takes on average 35 days to hire a software engineer, and not before you interview 30 applicants.
Meanwhile, a hiring agency will take care of everything from scanning resumes and verifying information in them to preparing candidates for upcoming interviews and communicating with the shortlisted applicants. This way, a recruitment agency reduces the in-house resources needed to fill a position while leading to a quicker turnaround. And managers can get back to their primary tasks.
Working with a recruitment agency is cost-effective
The more time it takes for a vacancy to close, the more expensive it becomes, since you’re using up internal resources and not making any money with the hired person yet. Recruitment experts say that a company loses $500 a day while a vacancy is open.
You can negotiate the pricing model beforehand. Many technical recruiting firms charge the fee only when a candidate has successfully finished the trial period. Now that’s a nice guarantee.
A recruitment agency will hire the best talent for you
Another common misconception about staffing agencies is that candidates hired through third-party recruiters are underqualified. But in fact, it’s the opposite. Here’s why:
- A recruiter is an industry expert in the market. They constantly stay updated on the salaries, employee expectations, and possible hiring pitfalls in their location.
- Recruitment agencies have an extensive network of contacts, which they can leverage to connect you with the best talent.
- A good tech enlistment firm leverages the power of top job boards to advertise an open position in your company.
- A recruiter can negotiate salaries with candidates, which will give you an understanding of what is fair pay and increase your chances to find the top talent.
All this shows that sourcing talent with the help of a staffing firm increases your chances of recruiting the best candidates for your job positions.
At the end of the day, good recruiters are professionals at their craft. And like any truly dedicated professionals, they do their job properly.
Technical Recruiter Duties and Responsibilities
A technical recruiter plays a vital role in the enlistment process, specifically focused on hiring candidates for technical positions. Their responsibilities revolve around sourcing and hiring great talent with the required technical knowledge and skills. Let's explore the key duties of a technical recruiter and the skills they bring to the table.
Sourcing and Candidate Screening
Technical recruiters actively source candidates using various channels, such as job boards, professional organizations, and social media platforms. They review resumes, assess job applications, and conduct initial screenings to identify the best candidates.
Relationship building is a key part of a technical recruiter's role. They establish connections with candidates, hiring managers, and existing employees to understand the technical requirements of open positions and ensure a good cultural fit within the organization.
Job Descriptions and Employer Branding
Technical recruiters craft compelling job descriptions that accurately represent the role and attract suitable candidates. They also focus on employer branding initiatives to highlight the organization's strengths, career opportunities, and work culture to prospective candidates.
Interviewing and Selection
Technical recruiter coordinate and manage the interview process, including scheduling interviews, conducting assessments, and evaluating candidates. They collaborate closely with hiring managers to make informed recruiting decisions and select the right candidates for technical roles.
Negotiation and Offer Management
Technical recruiters possess strong negotiation skills to discuss and finalize employment offers with potential hires. They ensure a smooth offer management process, addressing any concerns and striving for mutually beneficial agreements.
Market Knowledge and Industry Insights
Technical recruiters stay updated on the latest industry trends, technologies, and job market conditions. This knowledge enables them to identify high-demand technical skills and find candidates accordingly.
Collaborating with Hiring Managers
Technical recruiters partner closely with hiring managers to understand their specific needs and align their enlistment strategies accordingly. They maintain open lines of communication, providing regular updates and feedback throughout the hiring process.
Technical recruiters can work in-house as part of an organization's human resource management team, or be employed by a recruiting firm specializing in tech recruitment. The salary of a technical recruiter can vary based on factors such as experience, location, and the recruiting industry.
How to find a suitable tech recruitment agency?
Working with a top enlistment agency will optimize your staffing expenses (both short- and long-term), accelerate time-to-fill, and increase your chances to hire a quality candidate. But with more than 10,000 recruitment agencies in the US alone, making the right choice seems complicated.
How can you find the right agency? We’ve got a few tips for you:
- Do your research. Ask people from your network for recommendations. Consult Clutch and G2 for top tech recruitment agencies.
- Look for a niche agency. Such agencies know the ins and outs of their niche (salaries, expectations, complexities, and so on), increasing your chances for a suitable candidate.
- Study your shortlisted options carefully. Evaluate options: expertise, track record, LinkedIn profiles, network, and social media presence. Contact past clients. Consider time-to-fill, fees, selection process, grace period, CV-to-interview rate, interview-to-offer rate, etc.
- Define your needs beforehand. Determine whether your project is confidential or not, what kind of expert you need (full-time or part-time, in-house or remote), the preferable skill set, and so on. Estimate your budget.
- Be clear about your expectations. Even the top staffing firm won’t be able to find a suitable talent unless you communicate your needs clearly. Be clear about your company, requirements for a candidate, business policies, corporate culture, and beyond.
Why outsource tech recruitment to MagicHire?
We know what to look for in a professional and result-oriented staffing partner because we are one. MagicHire is a tech recruitment agency that excels at finding top in-house and remote software developers from around the globe.
Here’s why you’ll want to source talent through MagicHire:
- Experience. For over six years, we’ve been using best practices in the enlistment and selection of top talent.
- Successful track record. We’ve closed over 350 vacancies so far, so it’s not surprising 98% of our clients return.
- Large talent pool. Our talent network includes more than 60,000 potential employees. Besides, we attract both active and passive candidates who aren’t even looking for a job, which makes them harder to reach.
The bottom line
With so many people available for work, the process of recruitment has turned into finding a needle in a haystack. That’s where recruiting agencies prove to be priceless. A skilled tech recruiter will handle all the initial hiring stages, sending you only the best, hand-picked CVs and suitable candidates to interview.
But you have to find a reliable staffing partner first. This requires defining your needs, considering niche partners, asking for recommendations, studying the shortlisted options, and being clear about your expectations. And though it may seem like a lot of work, make no mistake — the result is worth it. We know this because we’ve helped dozens of our clients find excellent employees, and we’d love to help you too.
What are the methods of recruitment?
They include job fairs, internal recruiting, online job boards, social media, employee referrals, networking, and direct sourcing.
What is third-party tech recruiting?
Third-party tech recruiting refers to the practice of outsourcing the hiring process to external agencies or individuals who specialize in recruiting tech talent for companies.
How does third-party recruitment differ from internal recruiting?
While internal recruiting involves companies managing their own hiring processes internally, third-party tech recruiting involves outsourcing the enlistment process to external entities that specialize in finding and evaluating candidates.