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 Saturday, November 10, 2007
Would you say every country is self sufficient with opportunity providers and appropriate, qualified talent alike? No? Well, how then, would you fill that void?

The answer is to spread your horizons and look beyond your boundaries. With the governments of almost all the countries relaxing their rules for easy movement of Technology (IT) talent from any one point in the world to the other, the world has become flat in its true essence. And with this there is no better segment to be in than IT. I would like to share one such fabulous success story with you. This will also disillusion our fellow recruiters who swear by one job board or another for total solutions. Believe me, NOTHING WORKS.

As we are all aware that US is known as the land of opportunities and home for large and small corporations alike. One such 20 year old, NASDAQ listed,over $500 million company had this gigantic task of employing a huge number of experienced candidates for various positions that they had open. They tried all the job boards, newspapers, references or whatever other means that they could to fill those positions at the earliest, but are not really successful. So here is what they do. They fall back on us to try to gather such talent from anywhere in the world to work in the US on H1b's Visa's

How did we accomplish it? We worked in different shifts, looked up all the leading job boards, ended up with almost the same candidates on them,launched a campaign and ultimately with all the push and shove, managed to get a handful bunch to work for the US. In the entire screening and grunt work process we realized that one thing really works perfectly. It is always a mix of various sourcing strategies with the scales tipping more towards the personal networking and references.

We were able to tap technology professionals from all over the world with top-notch skills from - Singapore, New Zealand, Malaysia, UK, U.A.E (Dubai), South Africa and India. All together we had hard to find skills over 50
professionals approved for USA on H1b Visa.  
iitjobs global job advertisement, global technology database and networking enabled us to successfully execute the project.

About The author - Firozy is a IT recruiter working with matrix7i. She has a extensive recruitement experience in key skills such as SAP and Oracle. She can be reached at firozy AT matrix7i.com

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Saturday, November 10, 2007 12:31:45 PM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [9]  | 
"Coming together is a beginning, staying together is progress, and working
together is success." - Henry Ford

Power of Global Job board combine with Networking serves a large client in Australia   

Simply put, Recruitment is the fine art of finding a right person for a  right job at right time.
Although difficult for these three factors to fall in line; it is not impossible either.

An e-mail from my VP for the technology (IT) requirement for an Australian company baffled me initially.
'Cause, some of the skills mentioned therein were completely new to me. And I confess, I had
never even heard of them as they were very recent skills set. Therefore, to be able to pre-screen a
suitable candidate, a little research was imperative. Post research, I realized that most of the skills were Oracle Applications related. And the next thing was to funnel resumes for the same.

Our team strategically sourced candidate names from iitjobs. After some screening and a little chat with one of the candidates we also learnt that the required skills were interrelated. And that made Resume funneling a bit

However, since most of the prospective candidates were available either on weekends or at night, tracking and talking to them and to convince them of this opening posed a problem too.

But as luck would have it, the very first candidate I spoke to turned out to be the most suitable one too. Talking to him was a great experience and I learned a lots more about the required skills and their inter-relatedness.

But, what still puzled me was - why a large resourceful Australian company would outsource recruitment ? Of course, the company urgently wanted candidates with extensive in BPEL (Business Process Execution Language)experience. Running out of time, they were unable to find a suitable candidate in Australia since BPEL is a tough terrain and hence a rare skill.Naturally, urgency played a role too.

Probably a sum total of all such factors prompted them to tap into our expertise and resources to broaden their search globally vis-a-vis friendly Australian immigration policy - 457. And within just 2 weeks we gave them a
suitably qualified candidate.

But there were 2 vacancies, and they were still short of one.

We called up the selected guy to know if he has any friend/colleague with similar expertise. He could win an iPod if he recommends a suitable candidate and that candidate gets selected. And voila! He popped out two
names and one of them got selected.

And surprise of surprises, this new candidate did not have his resume on any job board. But thanks to an eager referral we were able to track one more candidate who fit the bill perfectly.  I think that speaks volumes about power of networking. Of course, prompt response and quick efficient processing by the Australian company made a
difference too.

We encourage referrals. And while tracking and talking to prospective candidates, we often get such useful references from most of them. It was a rewarding learning experience that reasserts the truth about what Henry ford
has said.

About The author- Rucha is a IT recruiter with Matrix7i. She has over 5 Years of recruiting experience with some of the top staffing companies operating in the IT domain. She can be reached at rucha AT matrix7i.com

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Saturday, November 10, 2007 12:18:34 PM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [20]  | 
 Wednesday, February 14, 2007
They say it takes two weeks to get over a common cold, with or without medicine. Is it not the same scenario for "Just in Time recruitment" ? Nothing seems to work most of the time. Internet search,traditional style Unix job boards,job boards,referral, advertisement or any other sourcing channel available to a technical recruiter, does not seem to work for recruiting a technology professional in today's market. What can today's creative technical recruiter do to stay ahead of the pack. These are a few ideas and suggestions:
°    Like in life " Prevention is better than cure " for common cold, in the same analogy I believe the technical recruiter has to learn to build a pipeline of prospective candidates way before the requirement pops up, I.e instead of fire fighting.

°    "Home cures help manage common cold better" Similarly referrals, ATS (Applicant tracking system) mining, networking and advertising for pipeline will help manage talent better than "just in time" recruiting

°    " Good immune system helps keep common cold away", similarly good HR practices, training and best practices help retain talent thereby helping to reduce attrition.
As the common cold is a contentious, nagging trouble sometime fatal, technical recruiting has to be taken in complete seriousness. While seeking help from as many sources as possible (like technology groups, networking, advertisement in addition to job boards mining as in common cold, like homeopathic remedies,steam inhalation, herbal potions, balms love and care in addition to antibiotics.)

In the same essence is there a cure for a technical recruiter ? We have tried various therapies like Monster therapy , Dice Therapy , Careerbuilder therapy , Iitjobs therapy.There are many job boards the world, but still its difficult to find the right candidate But then does the recruiter find the right kind of people ?

The answer is "yes" and "no" both .

Its time to accept the hard fact that free resume search websites for employers or recruiters don't help much but they do help in creating that valuable pipeline.Basically a recruiter needs to systematically build relationships and develop networks .Technical recruiters need to get creative, strong and persistent to help deliver the scarce commodity of technical talent.

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Wednesday, February 14, 2007 9:11:48 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [733]  | 
 Thursday, February 1, 2007
What's and How's on searching for a job in the UK...
Thursday, February 1, 2007 6:20:39 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [2017]  | 
 Saturday, December 16, 2006
Om Malick writes a contemporary article on the rise of Niche Job Boards. With online recruiting search at the highest growth rate and lack of trained talent in the market place the Niche boards play a pivotal role in the sourcing strategy of a cutting edge recruiter.
Saturday, December 16, 2006 1:43:44 PM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [13]  | 
 Monday, November 27, 2006
iitjobs offers open Global Information Technology specific resume database. We at iitjobs have taken extreme care to ensure that recruiters do not have to deal with mounds of resumes from unqualified candidates.
Monday, November 27, 2006 2:37:13 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [98]  | 
iitjobs offers global Information Technology specific Job Advertisement Distribution and Publishing.

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Monday, November 27, 2006 2:32:57 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [257]  | 
 Tuesday, October 31, 2006
iitjobs.com is the result of a team Global IT Recruiters and Global IT Consultants who got together to find real solution for IT hiring managers and IT career seekers. As the world is ‘flat’ both the communities should be able to seek the best – Globally!
Tuesday, October 31, 2006 1:28:41 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [2205]  | 
 Friday, October 6, 2006
Could "Lack of Enthusiasm, interpersonal skills, job goals " be as much the same issue with companies as they are with candidates. The article is a eye opener for companies looking to attract talent in a market where demand exceeds supply.
Friday, October 6, 2006 5:25:24 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [18]  | 
 Wednesday, October 4, 2006
Did you know words like "assisted, experiment,Skillfully,effectively, carefully, quickly,expert, mastered etc" should not be a part of your resume? Good resource on "words to avoid in a resume"
Wednesday, October 4, 2006 12:48:02 AM (Eastern Standard Time, UTC-05:00)  #    Disclaimer  |  Comments [27]  |