Technology recruiting

Recruiting in the tech industry is a really important part for some of the big companies in the technology field. Tech recruiting is sourcing technical talent for IT and technology-based roles. The career requires the capability of identifying the right type of workers for a company, reviewing resumes, holding job interviews and assisting with the onboarding to the company.  For example positions like software developers, UI/UX designers, data analysts are some roles that are on high demand all the time. Recruiting is really hard nowadays for head hunters because the software industry is going trough a rapid growth spur in the demand of specialized labor. There is just not enough skilled workers in the software industry available at the moment that would meet the growing demand of big companies. Which leads to the companies having to compete for the workers by offering them bigger and bigger salaries and different perks to get them to join their company. (Betterteam)

When the competition is hard in the industry, the headhunter also needs to take care of the picture that the possible future employee gets when they are approached. They need to get a good feeling about the company that is approaching them regarding a new job, this way the possibilities are the best to get the employee to join your company when they already feel comfortable starting from the first encounter with the company. (Indeed. 2023.)

How does recruiting work?

Recruiting can happen either inside a company or for example in consulting firms the recruiting can happen for a client. When recruiting inside your own company, you will be looking for a employee that you find suitable for the job that you need an employee for. But if the recruiting is happening outside of the company and you are recruiting for a client, then you need to be even more aware when you’re looking for a employee to your client. How the recruiting works when recruiting for a client is that, the client will inform you on what type of a employee they are looking for. The client will provide you with the skills they want the employee to have, the salary cap, the experience they need to have, the location for the worker etc. After this the information will be handed over to the headhunter inside the company. The head hunter will most likely then proceed to go to LinkedIn Recruiter which is a tool for recruiters to filter different kinds of profiles out of linked in. The tool will help you out to filter out all of these things that the client wants the employee to have in their resume.

The tool is able to handle all of the profiles inside LinkedIn and this will give the headhunter the ability to go trough all of the profiles in LinkedIn. Once filtering the different profiles, the headhunter will have a list of the people that fit their filters and then the headhunter can start scrolling trough them to find the perfect match for the client.  When the headhunter is looking for the right client to the customer they have to look out for different things. For example the headhunter needs to look out for all the filters that the client is looking for and on top of that the client needs to look out for things like how long the candidate has been working in their previous jobs. If the candidate has been only 4 months in their previous jobs it is a bad sign and might mean that they are not doing their job well, and in that case it is probably not a good idea to take them to work. In addition the headhunter needs to look out if the candidate is looking for work or if they are feeling comfortable in their current job, this can usually be seen in the profiles conclusion.

How is recruiting profitable?

Recruiting comes profitable trough the process of recruiting the employee and then selling it to the client. The profit comes from the price between the price that you hire the employee end the money that the client pays for the employee. For example, if you recruit the employee with the price 40€/hr then you add the profit that you want to have and sell it to the client for 60€/hr, this means that the client basically pays you 20€/hr to have the employee work for them and this way the recruiting company makes their profit from the people that they recruit.

A lot of times people tend to ask after hearing this that why would the client pay that much more for someone to work for them when they can just hire them by their selves? But actually the client is not paying just so that the employee works for them, but the client is paying for convenience of the recruiting company going trough the process of finding the employee and interviewing them etc. Before hiring them for the job. They are also paying more because the recruiting company is taking care of the employees insurances, and taking care of payments if the employee does not for example have a project to work on anymore. So there is a lot of different reasons why the recruiting company is asking for a lot more from the client, which has its own risks but it also gives the recruiting company the capability of gaining profit from the payments.

Conclusion

To conclude, a lot of companies are willing to pay a bit more for someone else to do the work of finding a employee for them. For the recruiter this also concludes taking care of the employees insurances and sick leaves and every other payment and benefit that an employer is required to pay for the employee. Companies are willing to pay more for the recruiting companies because they pay for the convenience of not being liable of the employees payments, and for example if something happens and the employee is not able to work anymore, then the consequence of that will be on the recruiting companies shoulders and not on the companies that the employee is doing their work for.

Sources:

Betterteam. Technical Recruiting. Read on 29.3.2023. https://www.betterteam.com/technical-recruiting

Indeed. 2023. What Is Tech Recruitment? Duties and How To Enter The Field. Read on 29.3.2023. Updated 4.2.2023. https://www.indeed.com/career-advice/career-development/tech-recruitment