How to Work with a Technical Recruiter and Find Your Next Great IT Job
Looking at your news feed within the last year, you’ve probably seen plenty of stories where tech professionals leave their jobs for greener pastures. That trend seems to be holding steady. The First Half 2022 Dice Tech Job Report shows tech job postings are up 45% since the beginning of the year, even with some big name companies downsizing their workforce.
In short, options are still abundant, but will IT talent be satisfied with the shift regardless of the destination? The answers vary.
If you look at a survey conducted by The Muse, 72% of 2,500 respondents said they’ve experienced a situation where their new job or company culture was different than advertised. And from the data of 15 million employee records, Viser, Inc. found one-third of external hires in recent years were boomerang employees, people who left a job but eventually came back. That said, there’s a difference between finding another job and finding a satisfying one.
That’s why there’s a value to working with a technical recruiter, even in this job-seeker-friendly market. And if you want your next position to be a fairy-tale ending rather than a monkey paw’s wish in disguise, then you’ll want to practice all the following behaviors while working with a recruiter.
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1.) Be Transparent About Your Needs
The best recruiters are clear and candid. They don’t hide salary, benefits, or culture information that’s crucial to your decision, even if it means you’ll turn down the position. In a similar vein, you rely on them to disqualify incompatible opportunities proactively. Therefore, your transparency is critical for successfully working with recruiters.
Not sure what to say? Start with some of the top reasons why U.S. worker left jobs last year according to Pew Research. Here are examples of some of their major reasons for leaving:
- 35% said it’s because they felt disrespected on the job
- 33% said it’s because they had no opportunities for advancement
- 24% said it’s because of childcare issues
- 24% said it’s because there was not enough flexibility to choose when to put in hours
If those resonate with you as to reasons why you want to leave your job (or why you left your last one), be sure to communicate these feelings with your recruiter. Also, be sure to reflect upon the following questions to express any additional reasons for why you would take a job:
- What tech stack do prefer?
- What industries are you most interested in?
- What benefits are must-haves?
2.) Talk About Your Communication Preferences
Good recruiters want to keep you in the loop about their efforts on your behalf. However, they need a little insight into how to best work with you, ranging from when and how.
Because of the way work has evolved over the last year, many expectations about when to call candidates has changed. In the past, recruiters made calls to candidates before or after work, occasionally squeezing interactions into a coffee break. Now, one-third of work is remote, and people have the flexibility to step away from the job for a few moments to touch base with recruiters.
Recruiters would rather know when you want to talk than make broad assumptions. When working with a technical recruiter, make sure they are familiar with your answers to the following questions from the start:
- When’s the best time to call?
- What’s the best channel for communication?
- What’s the worst channel for communication?
- How often do you want to be updated on their progress?
- How often do you want them to check in with hiring process updates?
In addition to outlining these preferences, be sure you find out the best way to update them with your new information. If you’ve changed your mind about your ideal job, shifted your desired work requirements, or even landed a new position, your recruiter wants to be kept up to the minute. Keep regular communication with them, and you’ll get the best from your relationship.
3.) Stay Realistic About Your Prospects
How realistic is your understanding of your own job opportunities? People can diverge in two directions, both of which can sabotage their professional goals.
On the one hand, some people will undersell their abilities compared to their peers. In a survey of tech professionals a few years back, 58% of tech employees felt some form of imposter syndrome Surprisingly, that data even encompasses people from large tech companies like Salesforce, Amazon, Cisco, and Apple – all people assumingly thriving from a prestige standpoint.
On the other hand, there are people, whether it’s because of ego or inexperience, who overestimate their own capabilities. This is the Dunning-Kruger effect, which can prompt people to waste their time pursuing objectives that might currently be out of their reach. It’s not to say they can’t reach that level of professional achievement, but their current credentials won’t evince confidence in hiring managers.
Working with a recruiter can honestly help prevent you from hitting either wall. They can take an objective look at your technical skill set, cross-compare them with your goals, and find genuine and attainable positions that will keep you satisfied.
Even if you feel confident about how to work with a technical recruiter, are you working with one who can uplift your career? If you choose iSphere, you will be. Our recruiters strive to bring you the best opportunities that fit your skills and your goals.
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