IN the past 15 years we have aimed to establish effective relationships with the Technical departments, Development departments, Operations, Professional Services, Advisory, Finance and Human Resource Managers. We've done this. We work with a more complete understanding of clients' needs and we deliver candidates that will complement the entire infrastructure, worry free and without hassle. We guarantee our placements for 3 months. We have succeeded as a recruiting agency.
Our secret: We still provide serious applicants that are looking for career building opportunities. We offer professional, presentable, personable people who thrive on working in their field of specialty. We ensure a dedicated professional, committed to provide their skills to you and together build a long and prosperous future for all. It's all about the PASSION for IT that makes it happen, from both Futuretek and our candidates.
We also now provide Career Transition programs. With our real world experience in finding jobs for people, both passive and active, we have a solid understanding of how to handle career transitions. We have programs to suit layoffs from 10 to 300 employees. We offer a 90 day specialized program to a full One year Out Placement program, with guarantees.
When it comes to sourcing the right interview candidates, I've never been keen to use recruiters. But I recently changed my mind.
My company "Metal Investments" , has an excellent candidate screening process, a super training program, and a very successful team of employees to show for it. But hiring has always been a difficult task for me because each time I get ready to hire, it takes me forever to find the right type of candidates to even get the screening process started.
Despite the fact that I carefully consider where to advertise for candidates--I try to maximize the search dollars and get a good mix of potential applicants--it always takes me a long time to find people suited well to the company, and therefore, even worth interviewing.
I've tried everything from placing ads on large job boards like Monster.com, to smaller specialized job boards that cater to my industry, to local university boards where I can post for next to nothing. Each time, I experience the same slow crawl toward finally finding the right person. It has taken me up to eight months to find the right kind of hire in the past. So in January when I decided I needed to think about hiring for the new year, I was not optimistic.
For me, recruiters have traditionally been out of the question because I figured they would be a waste of time and never be as good at sending me the right people for the job as I would be in reviewing resumes myself. They're also too expensive for my small budget. But as I got ready to place my job ads again, one of my senior staff members came to me and offered me the name of an industry recruiter she knew and thought could help. I was skeptical, but I called her anyway, figuring listening would cost me nothing.
The recruiter convinced me she would do a thorough job, but I still hesitated because of the price. I do not have large sums of money to devote to the hiring process, and by my calculations, when all was said and done, using the recruiter was going to cost me three times as much as my usual techniques. On the other hand, the recruiter would only charge me if she found someone I decided to hire, which meant I was risking nothing, and could always come back to my original methods. I bit the bullet and signed up, reminding myself "nothing ventured, nothing gained."
The recruiter sent me the resumes of 10 experienced candidates. I screened six by phone, met three in person, and found the right hire--all in a month. The cost suddenly became much less, because I saved so much time in the process, and because I got a pool of applicants who were decidedly better to choose from than in the past. Even more interesting, perhaps, was an insight the right candidate shared with me during the interview process. When I asked why she had chosen to work with a recruiter rather than post on job boards, she said "because recruiters make sure your resume gets seen, while submitting via the Internet is like sending your resume into oblivion."
If most people these days are thinking like my new hire, the recruiters will clearly have the best selection of candidates every time. Looks like I've got an essential new hiring strategy.