| Companies in the tech industry share the common | | | | These concerns are relative and should be examined |
| problem of hiring talented people. While Fortune 500 | | | | through the lens of each individual company. For |
| companies such as Google have the luxury of building | | | | example, an organization with only intermittent hiring |
| extensive internal recruiting expertise, most other | | | | needs would be foolish to bring on a full time internal |
| organizations are better served to outsource their | | | | recruiter to service those needs. External recruiters |
| recruiting needs. Professional recruiting organizations | | | | offer the advantage of cost savings for most |
| offer the advantages of constant contact with | | | | organizations, regardless of their hiring needs. Due to |
| evolving expertise requirements, existing relationships | | | | the range of needs in the market, technical recruiters |
| with high-value candidates and consistent experience | | | | have developed different pricing structures to service |
| with the current recruiting environment. Cost savings | | | | different companies. For example, companies with |
| in another prime benefit of outsourcing your technical | | | | intermittent job openings for highly technical roles are |
| recruiting requirements. Given the prospective | | | | best served by a contingent recruiting model while |
| benefits of hiring external technical recruiters, what | | | | companies with more regular recruiting demand can |
| factors should a company consider when choosing | | | | opt for a recruitment process outsourcing model. |
| the recruiters that they work with? | | | | Some technical recruiters will offer both models to |
| Expertise | | | | help better service the needs of their clients. |
| Experience is critical to achieving success in the | | | | Contingent recruiting offers the advantage of limiting |
| recruiting industry. Your recruiting representatives | | | | risk and controlling costs. This model can be a great |
| require a solid understanding of the specific | | | | fit for organizations from startups to larger |
| requirements for each open job. This level of | | | | companies looking to limit the cost of their internal |
| understanding is especially important when recruiting | | | | hiring personnel. Contingent recruiting also offers the |
| for tech jobs. As only certain candidates will match | | | | advantage of open market competition. Companies |
| the job profile, any candidate referred into the | | | | develop the requirements for a new position and |
| recruiting funnel who does not meet the technical | | | | several technical recruiters compete to find the right |
| requirements will only serve to waste time. At an | | | | candidate for the role. In contingent recruiting the |
| even more granular level companies should look for | | | | recruiter is only paid when a candidate is hired and |
| recruiting organizations that have specific experience | | | | generally there are requirements that the candidate |
| in their technology sector. This strategy will help | | | | must stay at the company for a certain amount of |
| provide access to more prime candidates via the | | | | time before the payment is fulfilled. Under this model |
| recruiters existing network. Be sure to ask what | | | | companies should expect to pay approximately 20% |
| other companies the technical recruiters have worked | | | | of each placements first year salary upon meeting |
| with that might match your company's technical | | | | the terms of payment. The downside of contingent |
| profile. Don't be afraid to even inquire about the roles | | | | recruiting is that companies can fail to establish close |
| they have placed for similar positions to your open | | | | enough relationships with each recruiter to most |
| jobs. | | | | effectively convey their job requirements. |
| Location is another element of expertise. While | | | | Recruitment process outsourcing provides an |
| technical requirements are primary, knowing the lay | | | | effective middle ground between contingent |
| of the land for a certain regions can provide many | | | | recruiting and hiring an extensive internal recruiting |
| advantages towards securing the right candidates for | | | | department for your company. In recruitment |
| a job. As an example, when news began leaking out | | | | process outsourcing an organization will establish an |
| that Yahoo was approaching dire straits, many local | | | | exclusive relationship with a technical recruitment firm. |
| recruiting agencies began to target yahoo employees | | | | The pricing structure involves a regular retainer with a |
| for recruitment. This strategy offered the benefits of | | | | significantly reduced commission for each placement. |
| skilled candidates with demonstrable industry | | | | The recruitment process outsourcing model is a great |
| experience that were open to new job opportunities. | | | | fit for companies with regular recruiting needs that |
| Local expertise also offers a major advantage during | | | | want to limit their investment in internal hiring |
| the pitch process. Technical recruiter with local | | | | resources while retaining the advantages of a |
| knowledge will have more selling points for any | | | | strongly developed rapport between the company |
| candidates that might be forced to move. They will | | | | and their recruiters. |
| also know of other companies in proximity that might | | | | Human capital is the driving force behind any |
| provide a candidate that is already established in the | | | | organization. As a company looking to bring on |
| area. Knowing local factors, from the weather to local | | | | technical expertise, external recruiting services |
| gossip can go a long way to establishing a rapport | | | | provide a valuable service. Knowing your company's |
| with a rock star candidate. | | | | recruiting needs is the first major step towards |
| Pricing | | | | finding the best technical recruiter to work with your |
| When it comes down to decision making, many | | | | organization. Don't be afraid to ask the tough |
| companies in the hiring process are most concerned | | | | questions and try to develop an understanding of the |
| about the price of their external recruiting process. | | | | process; you might be surprise at the end results. |