How to Start Your Own IT Recruitment Agency

How to Start Your Own IT Recruitment Agency Do you build extensive plans? Do you want to start your own business, but don’t want to retry an experiment of many startups that died within the first five years? Indeed, the market today faces hard times. Even in high-end spheres such as IT, the risk of failure is quite high. And, nevertheless, if you are a fan of technology and you have an excellent set of soft skills, then IT recruiting can become a profitable and exciting business format for you.   In our experience, IT recruiting is a rather obstinate business with its own pitfalls. There are no magic recipes for success, if you are eager to know how weve managed to create a successful IT recruiting agency solely because of our intelligence and hard work, then lets go, we are glad to share our experience! What is the feature of an IT recruitment agency? Agencies specializing in IT recruiting are narrow-focused. Unlike general-purpose recruiters,   we are well-versed in the tech field, have well-established networking and our own candidate base, we are fluent in English; know where to find a TOP professional and how to hunt them.   IT recruitment agency: how to start one and how much will it cost? To start an IT recruiting business you need to do two common things: decide on the form of ownership (self-employed entrepreneur or OOO) and the form of employment (office or remote work). Next comes what no recruitment agency can work without â€" access to recruiting services and a special CRM system. These tools will be the main cost pool. In addition, our fixed costs include mobile communications, site maintenance, and advertising. According to our calculations, it turns out that to run an IT recruiting business you’ll spend more than $40,000 a year, and this doesnt include taxes, payroll, office rental and working facilities for employees! Success Principles of IT Recruitment Agency   Be well-versed in the tech sphere  It is simply inconceivable to claim that you run an IT recruitment agency without a basic knowledge of IT. To be successful in the market, you need to at least: Understand the terminology. This will help you to be on the same page with clients and IT specialists, as well as determine the level of candidates knowledge correctly.   Learn fast. New technologies in the tech industry appear almost daily. If you dont follow the trends, read a lot and communicate with IT specialists, your agency wont be able to compete with others on the market. Know the rules. IT recruiters must understand which specialties are in demand, and know their real salaries. According to our observations, 30% of our customers need a good reality check. They are not always well oriented in the market and offer non-competitive working conditions. Our task is to help the client understand what is real and what is not, and give advice on how to attract one or another specialist. Understand the psychology of an IT specialist. The profile of a typical cool specialist looks like this: he works according to a non-standard schedule, is not in an active job search (because he is employed), regularly receives several job offers and has a unique CV writing style. Another important point tech people dont like test assignments. Have work experience in recruiting  It is impossible to become a recruiter in a week after taking a short course. Real experience is gained in real headhunting. Therefore, without an appropriate background, its quite impossible to “blend in” the market and become a powerful player in it. Work hard  At Lucky Hunter, we describe ourselves as lucky ones in the recruiting world. However, this isnt an empty pretentiousness: the key to success lies in perseverance and hard work. For 434 business days and 3620 business hours, weve filled more than 300 difficult positions for 40 companies. And the more we work, the more we are lucky.   Be flexible and stress-resistant  If you are dreaming of a comfortable routine, then we honestly warn that IT recruiting is not about that. “Instability and risk” this is how we can describe this business in a nutshell. Negotiations are often postponed, requirements for candidates are constantly changing, and you might not even dream of a standard nine to five schedule. But where does this instability come from? The specificity of the IT-sphere. Many IT-talents work flexible hours, so it’s okay for them to schedule negotiations at a time when all ordinary people already sleep. If you work with foreign companies, youll have to adapt to their time zone, so negotiations at 5 a.m. arent uncommon. Our guarantee. If “our” candidate leaves the company before the end of the probationary period, we guarantee a free single-time replacement. This guarantee attracts many customers, but there is naturally the risk of double work behind it. Even trying our best every time, we cant be sure that there will be no candidate replacement. In 99% of cases, this is not our fault. Misunderstandings. In my practice, there was a case when a client refused to accept a suitable candidate, whom we motivated enough to consider a job offer. The reason lied in the fact that the specialist’s CV was once published on an employment website (like Indeed). So the client decided that he could take the candidate without paying for the agency services and send his CV to the companys in-house HRs. We had a feeling that we werent partners who worked for the common cause, but competitors. The client needs to be constantly informed that: a) Recruiting is a partnership. We dont compete with in-house HRs but work together to fill the position. b) If youve found a candidate’s CV on the open Internet, this still doesnt guarantee that you can motivate him to consider an offer without the agencys assistance. A professional recruiter knows how to “sell a job vacancy. c) To find a candidates CV in the database is only part of the story. The main difficulty is to “sell” the vacancy to a candidate. To do this, youll need a highly qualified IT recruiter. d) Employment websites like Indeed or Monster ( in Russia Headhunter) are only one of the tools that IT recruiters use in their work. Most often, we find candidates through our unique closed channels. Love your job I don’t want to sound corny, but a simple question: would you work as an IT recruiter if you weren’t paid for it? If you didnt feel your heart skipped a beat, dont start. Passion for your work gives strength to cope with difficulties and stress, as well as to grow professionally. The Golden Age of IT Recruiting Digitalization and the implementation of new technologies into a business causes the high demand for IT specialists, and, consequently, for IT recruiters who can provide companies with clear heads.   Lucky Hunter has existed since 2017 and now confidently stands at the market. Over two and a half years of work, our team has grown to 13 people, and the cost of services has risen by 4%. In addition, we are opening an office in London. It means that we enter an international market. Within this period, weve developed a huge customer base, as well as managed to establish steady partnership relations with our regular customers. If IT recruiting â€" is not for you… The sun of IT recruiting is reaching its zenith, and only the lazy ones dont want to bask in it. Many entrepreneurs have a stereotype that IT is a bonanza business, and they have nothing to do to win this summit. I’ll disappoint you. You provide a very specific service, and not only your reputation will depend on your choice of candidate, but also the career of that candidate, the business processes of the client hiring him, and even the state of the market. Therefore, without a background in recruiting and basic knowledge of IT, it is unreasonable to take such a responsibility. You may have thought that we are discouraging you so that we have fewer competitors. Alternatively, every day we fight for the quality of our recruiting services, and it is beneficial for us that our competitors do the same. After all, the more quality recruiting is in the market, the more business trusts us. So if you are going our way, welcome to IT recruiting! About the author:  Tatiana Melnichuk  is the head of the international IT recruitment agency Lucky Hunter. For more than 10 years she’s been recruiting staff for IT companies all over the world, holds lectures and training courses. She knows how to recruit the best IT specialists, where to find them and what to do if you need to relocate a specialist to your country.    

Writing License in Resume - How It Can Help You

Writing License in Resume - How It Can Help YouUsing a writing license in resume may sound odd but it is quite popular these days. Writing license is an agreement signed by an employer and the candidate where the employer agrees to exclude certain information from the resume and what the candidate will put in it. This is good news for employers as the candidate can put whatever they want in the resume that the employer will not be able to touch.Why would someone use this? Let us take a look at a common scenario. The candidate is employed by a company that has their headquarters in India. The candidate has a top notch resume and is hired by the company on the basis of the resume and a face to face interview.Candidates are required to use a personal computer or use an iPad as these are mandatory for them. They fill out the resumes which can be found on the internet. The candidates then proceed to the interview with a fully prepared resume which includes the details about the position t hat the company seeks.Once the candidate lands up in the interview, they would have a brief interaction with the interviewer where they are asked to use personal computers or use an iPad. They would have to put together their resume in between such interactions with the interviewer. So how do they go about using this writing license in resume?It is a good idea to use this as the first element in your resume. Many employers will ask for a writing license in resume as they believe it is better to take the liberty of putting up information about yourself that you want to put in the resume. The writing license in resume is not an excuse for leaving out details about your previous work experience. You should be very clear about what information you want to put in the resume.What is even better is that in case of personal computers or iPads there are various sites on the internet where you can find and create a writing license in resume for free. These sites allow you to upload a sample t hat the employer can check before making any decisions. These sites allow the employer to ensure that the information which you want to put in the resume is correct.Be sure to note down everything that you want to put in the resume before filling it up. This will help you write a better resume and ensure that you include only the correct information. The problem with resume is that you have to write it in order to make it appear attractive.If you are creative, you can write the resume as you see fit. However, you have to make sure that the information you put in it is accurate. If you write a poor resume, it will appear unprofessional and make it difficult for you to get interviews in future. So always try to be thorough in your job search and use a writing license in resume for your resume.

How to Write the Perfect Thank You Note After a Job Interview

How to Write the Perfect Thank You Note After a Job Interview Even if youve absolutely nailed your job interview, you could rule yourself out of the running if you fail to follow up with your interviewer afterwards. Sometimes making a great impression in the interview itself doesnt quite cut it and though you may have done a good job of providing them with all the answers they were after, this can easily be forgotten  if another equally qualified candidate sends them a well thought out follow up email after their meeting and you dont. In order to stand out from your competition, its important that your follow up  email has more to it than merely saying thank you. You want to remind them why you think you would make the perfect person for the job and leave a positive  impression that they will remember you for. On the flip side, you should still write a thank you email if you feel that the interview didnt go well, as you may be able to do a bit of damage control, or at very least maintain a level of professionalism. If you are unsure about what you should put in your thank you email, here are a few pointers to help you get started. 1) Thank your interviewer You should begin your email by thanking your interviewer for their time and for offering you the opportunity to interview with them. Be specific about the role that you interviewed for and let them know that you enjoyed meeting them and your discussion. 2) Repeat  why you feel that youre a perfect fit for the role Go back over what you have told them in your interview, about how your skills and experience align with the role they are looking to fill. Try to be specific and use examples, as these details will stick in their head rather than vague statements. 3) Remind them about a key topic  you spoke about Chances are that they have spoken to a number of applicants, so you want to provide them with a reminder about who you are and what you have to offer. Remind them about something specific you discussed  and hopefully this will prompt their memory. 4) Provide new information If theres something that you forgot to let your interviewer know in your interview that you think could be an important  factor in their decision, now is your chance to let them know. Explain that you thought it would be of interest to let them know about this experience/skill etc. and how it fits in with the role you are interviewing for. 5) Let them know that you will follow up Hopefully your interviewer will have provided you with a rough idea about when you should expect to hear from them by, so you can end your thank you note by letting them know that you will follow up again if you havent heard from them by that date. This will demonstrate your genuine interest and commitment to the role. 6) Keep it short and sweet Try not to waffle. Your follow up email should be kept brief and only cover the essential information. Youve had your chance to explain everything in more detail in your interview, so your follow up email should act as merely a reminder. 7) Send within 24 hours Make sure you email your interviewer while the meeting is still fresh in their mind. Any longer than a day and they may have made their decision already, meaning you could have missed out. [Image Credit: Shutterstock]

4 Reasons to Create a Good Company Culture

4 Reasons to Create a Good Company Culture Company culture is a tough thing to get right and yet, more often than not, a business does not put any work in to developing its own internal culture. For many of today’s modern job-seekers, they are not just looking for a job that pays the rent; they are looking for careers with progression. They are looking for something more than just a desk and a computer; they are looking for an identity linked to their role. They want a company with personality. If you wanted a simple definition of company culture, then summing up your company personality is one way of looking at it. In terms of an example, think of this; is the place where you work the type of place you could go to the boss with a new, almost slightly outlandish project idea? Or is it best to ‘keep quiet’ and not ‘rock the boat’? In other words, how does the organisation embrace something new? How does it adapt and thrive in a constantly fluctuating marketplace? Why bother? If all seems simply fabulous in your organisation, then the culture is not broken, or is it? Why should you bother with the culture in your company is a question that can be best answered with another question. How are your employees motivated? Are they enthusiastic? If it always seems like the same old same old, and people squabble, fall out and the office is full of politics, then the culture of your organisation may need fixing because it is broken. However, fixing it to create a modern, vibrant and successful culture within your organisation is not easy. If it was, we would all be doing it and would all be successful, and every company across the world would be full of happy, enthused employees. But this is not the case. Thus, there are four factors (at least, possibly more) that you need to help your company culture along, making it successful and vibrant. Factor 1 Hiring people that fit: This may sound odd, discriminatory almost, but taking your time and hiring people that fit with your company ethos will ensure that your internal company culture does not take a nose dive before you have even started. However, when the pressure is on, the hiring process can lead to people being hired on a whim or in a rush. Hence, you need to ensure that your hiring process is rigorous. Some companies ask prospective employees to shadow a current employee for a day or two, to see if they have the aptitude for the organisation, as well as the skills for the job. One bad hiring decision can lead to you inadvertently introducing a toxic element into your company; choose with care! Factor 2 Why do people want to work for you? An obvious question and yet one which remains hidden in plain sight; in other words, it is not one that is often asked at interviews. When asking this at an interview, you want to see what potential employees know about the company. It’s not just about tripping off a list of products and services, or the names of the CEOs from the year 1917 to the present day â€" this is not a Mastermind competition. Whilst all these facts are useful for proving the candidate has done their research, they are not really delving into the values, mission and ethos of the company. This may mean that every employee â€" new and old â€" needs to be acutely aware of what the ethos of the company is. In other words, everyone is singing from the same hymn sheet. Factor 3 Good choices can originate from anywhere: We have touched on this previously, insofar as good ideas, projects and decisions do not always need to come from the management level of the organisation. Sometimes, the best decisions and ideas can come from the people who see the picture far more clearly that the management ever can. In many organisations that are seriously successful, the employees are not people who sit at their desks from 9 till 5 and do as they are told. The culture is vibrant and lively because the employees are encouraged to be vibrant and lively. Factor 4 Team spirit: A team in your organisation functions just like a team in a competitive sport â€" working together and harnessing each other’s strengths and weaknesses. In companies where culture is deemed ‘not so great’, the team is often a bunch of individuals that sit in the same room. They may not dislike each other but are they really pulling together? A good company culture is about people operating and dovetailing together, not standing alone and only asking for ‘help’ when they simply cannot manage the good fight on their own any more. A thriving company needs a good culture where people don’t feel that struggling or not coping are a weakness or a daily occurrence. If you want to grow your business you need a good, vibrant culture at the heart of your business. What does your culture say about your company? Author: James from Staffbay.

Resume Writing - Introduction to Resume Writing Sections

Resume Writing - Introduction to Resume Writing SectionsAre you currently employed or out of the work force and is looking for ways to utilize your resume writing skills to get back in the workplace? The reason you are out of the workplace is likely due to a layoff, sickness, unemployment, a new job opening or a promotion. Resume writing sections can be utilized to get your resume up on your desk to gain employment. If you have been laid off, then these sections may not help your case.Have you been laid off or have been out of the work force for a long time but still want to get your resume writing skills out there so that you can look for a new job? Employers are very interested in resumes that come from applicants who are willing to work hard and use resume writing techniques to boost their resume. These are the key elements that make resumes stand out from the others.First, make sure that you are using an original and clean resume. There are many quality resume writing software av ailable that can help you with this. However, when it comes to your resume, make sure that you are writing your resume from your heart, that you are writing from your perspective and that you are addressing the problem that you are trying to solve. Make sure that you are addressing the company from which you are requesting the job.Second, make sure that you do not include any personal experience that is not related to the job that you are applying for. These experiences could either prove to be negative or can be damaging to your case. If your resume contains personal experiences, you will not likely receive any call backs. Instead, employers will likely go through the standard generic resume template, so you may want to think about this and take into consideration before sending your resume.Third, make sure that you do not include any creative information on your resume. You may want to put your hobbies and interests on your resume if you have them, but make sure that they do not i nclude anything that is unique to you or that is of interest to your potential employer. The chances are slim that your resume writing skills would be able to pull any sort of creativity out of you. You may find that you do not receive a call back after this section.Fourth, your resume should be optimized with keywords. This is probably the most crucial of all resume writing sections. A good thing to keep in mind is that your resume writing sections should focus on keywords that are likely to be used by your potential employer. These keywords are not necessarily going to be the words you use in your personal experiences or any personal thoughts. You should focus on keywords that will be able to help you get your resume noticed.Fifth, do not over do your resume. If you have written several pages of material and it is already getting to be too much, consider laying it down and adding a few more sections to it. There is nothing wrong with adding some additional writing sections. Instea d, think about what you would like to see on your resume. Adding more sections may only help to boost your chances of getting a call back.Lastly, try to keep your resume under no time limit. Your resume writing sections should not go on forever. Try to just add new sections as you go along. Keep in mind that you have a limited amount of time that you can submit your resume, so be creative.

Ignore the Hype! What Authentic Personal Branding Is and Is NOT - Executive Career Brandâ„¢

Ignore the Hype! What Authentic Personal Branding Is and Is NOT

Are You a Job Seeker or Job Stalker The Key is Good Follow Up

Are You a Job Seeker or Job Stalker The Key is Good Follow Up Job Seeker or Job Stalker? The Key is Good Follow Up Sarah wrote me with the following situation: A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEOs on winning awards and comments on the companys Facebook pages. One night, I took a written note and a resume into one of the offices that was holding an open house. I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate. Sharon said she would schedule a time to meet me. So I contacted the recruiter, asking for an informational meeting with Sharon. Yesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule. She advised me that I need to wait until a job opening occurs and then apply again on the companys website. The recruiter indicated that I pushed too hard. Do you think they have tossed me as a stalker? Please advise what action you think I should take. Sarah Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths: Recruiters are â€" and should be â€" proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately. Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies? Here are some tips to avoid being a “Job Stalker:” Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours. Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out. Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange â€" the entire thread â€" in the body of your reminder invitation. When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your e-mail for reference. If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method â€" telephone, phone, e-mail, etc.

I Got a Golden Ticket (The Recap!)

I Got a Golden Ticket (The Recap!) The start of the day included (clockwise):  an interview with Tanya and me for our video, shot by Show Tell Stories (pic by Monica McCarthy); waiting for the Golden Goddess under the garland that Tiffany made us (pic by Kylie Bellard); the Welcome Table included goody bags stuffed with treats from Kitchen Letters, Two Rubies, Linda Tieu, Kris Oster, Laura Kelly, Francesca Marano    (pic by Kylie Bellard). Well, its been a full week + 1 day from the whirlwind that was the first ever Golden Ticket event, and  I dont think I couldve done this any sooner if I tried. For 3-ish days I could barely even talk about it. Luke and my Mom were all, What was your favorite part of the day? and I couldnt give any specifics other than, All of it! and then point to the pictures that were pouring in from our Goddesses. I couldnt put into words the magic of what happens when a group of creative business ladies whove gotten to know each other virtually over the course of multiple months get into a room together and spend the day hugging, cheering, loving, and getting to watch/listen to each and every one of them put Their Message out into the world and own it. So, here are the pictures of them doing just that: Top to bottom: Tiffany  (shot by Abbie), Deb  (shot by Kelly), Jenna  (shot by Kylie), Kylie  (shot by Hannah Marcotti), Sandy  (shot by Kelly), Steffanie  (shot by Steffanie), Abbie  (shot by Hannah Marcotti), Shannon  (shot by Kylie), Sarah    (shot by Kelly), Kelly  (shot by Kylie). Group effort! Ysee, Golden Tickets tagline was Love what you do and how you do it, meant for women who know theyre in the right business, but something about it just isnt working. We went over their uniquity, their offerings, their audience, the way they wanna market themselves, their support structure, how to stop those Vampire Voices (yknow, the ones that suck the good stuff out of us)and then they crafted a speech from all that and we all got together for a 1-day Extravaganza to hear em tape em for their sites. If I do say so myself, Tanya and I created a fab program and the day delivered in spades. While we obviously wanted every talk to be a home run, we didnt necessarily expect for every talk to be a home run. But they were. Oh, they were. A grand slam, even! Every. One. Clockwise: photo by Sarah; photo by Hannah; photo by Hannah; photo by Monica; photo by Monica; photo by Sarah; photo by Abbie; photo by Sandy; photo by Kylie And that was the highlight of the day for me. Of the program, actually. It was watching these 10 women get up and speak, one after the other, some more comfortable than others, and be able to articulate their story, their passion, their uniquity, their offerings, their perspective. We heard from them that they wouldnt have been able to do it without usand that gives me the biggest Golden Glow. And without going into the details (we dont wanna spill em yet!), were making changes that reflect what we learned, what we saw, what we heard, what we experienced. Moving forward, we know that our Golden Goddess will walk away with  why  they do what they do in their businesses  and  how to help other people see how awesome they are.  Its about clarifying their message, their people, and their offerings and to put that out in the world on video, because we know theres no better way to connect, to resonate, to shine. The NYC backdrop, The Champagne Toast, The Morning Dance Party, The Welcome Bags, The Closing Dinnerall fabulous, truly, but all secondary. This, below, sums up the whole day for me: Pic by Kylie Bellardand yes, thats Alexandra Franzen Hannah Marcotti you see there, too. They were our special guests and lived up to that title, truly. If you want to see more pictures, there are way too many of em in this Facebook album. If you want to make sure you get info on the next time we run this thing (hint: its gonna be sooner than you think, and its gonna include even.more.awesome!) and access to free Golden Goodies, you can get more info and sign up here. Ill be adding more links to recaps and videos as theyre posted, but heres what I got for now: Itty Bitty Adventures: My Golden Ticket by Kylie   My Golden Ticket by Steffanie wrestle, write, notice, write, shine (gettin golden) by Deb The Making of My One Thing by Jenna I have a feeling that Im going to be basking in this for months. As our Golden Goddess Deb says, Thank you, more please!