IT is, by its nature, a technical, fast-paced and many times specialized industry. The necessary skills for career advancement are constantly evolving. With legacy systems, changing business goals and the constant march of new technology, companies are hard-pressed to find the necessary talent to keep their organization growing.
Hot areas like big data, analytics and mobile development are among the tech sectors struggling to find talented IT pros. In fact, in the recent Manpower Growth 2012 Talent Shortage Survey, 49 percent of employers report difficulties filling jobs.
How to respond to an IT Recruiter
According to a study from The Inevitable IT Skills Shortage only one in 10 companies surveyed said they had all the necessary IT skills they needed to succeed as a company. As a result, organizations large and small turn to third-party IT recruiters to fill the mission-critical positions they once hired for themselves.
IT recruiters can be valuable matchmakers, connecting talented technology professionals with companies in need of their skills and experience. However, as in any field, recruiters are not all created equal. So before you sign on with an IT recruiter, here are some important things you need to consider.
Step 1: Take the Call
Shravan Goli, president of Dice.com warns that it's always wise to take that initial call from a recruiter. "Fundamentally, recruiters just want a yes or a no on the initial outreach, so they can put the slate of candidates together quickly. For candidates, it's always a good practice to respond to the initial outreach. If the recruiter doesn't recognize the 'no' or sends a job that doesn't match your passions and interest, then technology professionals can always block them. "
Why Did You Choose Me?
Finding out why a particular recruiter chose to contact you is an important question because often times it can expose an unscrupulous IT recruiter. "If you're on the receiving end of a recruiter's outreach and wondering, 'Why the heck did he contact me about this role; it has nothing to do with my background?' chances are you don't want to work with that recruiter. They may not understand the technology differences or may be spamming you," says Dan Girardin, an IT consultant in software technology with WinterWyman, an IT recruitment firm.
Joseph Roualdes, senior manager of corporate communications at LinkedIn Talent Solutions agrees. "Asking why that recruiter contacted you gives you greater insight into why he or she thinks you're a great fit for the company, and asking how they found you helps you understand the amount of effort they put into finding the best person for the job — not just a person for the job.
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