How to hire the right IT Resource?

The increase in demand for low-cost and interactive Web based business application and growing IT infrastructures, are leading many companies to build competencies in IT and related services. To cope with the challenges of changing landscape of communication and customer responsiveness, IT resources are needed at companies, large or small, to extend support, improve business operations, and stay competitive in the market.

Hiring IT resources is an intricate process. If donewrong it can be really damaging for the organisation concerned.  Conversely, the right IT people can boost overall productivity of any organisation, in a matter of months, through improved business infrastructure, seamless client communication, and interactive collaboration within and outside the company. No doubt, IT hiring is a crucial task and requires dedicated hours and strategic planning to execute properly. For optimum hiring, it is important to analyse current and future needs of the organisation, define a clear and concise job specification, and strategically market that job position through the appropriate platform/media to attract the right pool of candidates.

Here are FIVE secrets to help you hire Right IT resources:

1.       Strategise Hiring –Hiring capable IT people allows an employer to set strategic goals and directions for the organisation. Whether you wish to hire an apprentice or an experienced professional, plan hiring.  Analyse short-term/ long-term requirements of the organisation, define hierarchies, and know whom, when, and from where to find the best suitable candidates.

2.       Prioritize Skills – It might be tempting to hire a versatile IT candidate with additional skills or experience in diverse markets, but often it is not a good idea. Focus on specific skills required for your organisation to be successful and meet corporate goals.

3.       Realise Specific Work Achievements – While you evaluate a potential candidate, do consider his/her previous work record. Required experience should be defined in terms of particular accomplishments in the skills relevant to the job position, not in terms of years. Use a critical incident interviewing method to gauge and discern capabilities of a candidate. For instance, a Network Engineer, with over 10 years of experience in Network maintenance and big-business credentials, might not align well with the business needs or work environment of a SMB or vice versa.

4.       Recognise Capabilities – Once you have shortlisted candidates from the pool, test their abilities to get a sense of their approach towards work. There is no better way to evaluate performance of a potential hire than the direct assessment of work. Some employers ask candidates to troubleshoot model networks or design mock-ups before selection. If the work sample does not meet standard criteria, reject the candidate and move on. Pre-testing helps employers know what to expect from the hire in the time coming.

5.       Emphasise Persistence – The times are evolving pretty fast in the world of Technology. To stay on the leading edge of IT, It is important to hire candidates who have persistent drive to embrace challenges and who do not get discouraged easily from unexpected setbacks. Do necessary checks and collaborate with previous employers to ensure that the candidate has the competitive drive and ability to manage frustration well.

For IT recruitment services, please contact us at www.vertex-it-solutions.com.

Employment and its Types

An increasing number of companies throughout the world are using staffing and recruitment services because it is getting progressively more challenging to locate workers with the right qualifications when they are needed. Predicting how many employees and specific skills you need to increase or improve production or sustain supply is also a difficult task. The decision to employ a new person can impact on productivity, morale, costs, and the service quality of your company.

There are many myths, misconceptions, and laws surrounding the different types of hired workers. Adding to the confusion, the employee’s responsibility varies with each type. Following is a brief overview of the different types of employment so that both the employee and the employer can get an idea of what to expect from each other:

Full-time employment is the typical employment situation scenario which involves working for a specific company or person, and the following things usually characterize the work:

-          Specific hours, usually eight hours per day (give or take) or a specific shift

-          A specific location

-          A specific title with a job description or assigned responsibilities

-          Payment on a weekly, bi-weekly, or monthly basis

-          Paid vacation time

-          In some cases, benefits such as health and dental care are provided

-          Other benefits such as training, education support, pension, etc. may be provided

-          Reimbursement for business-related expenses.

-          The employer makes deductions for income tax, employment insurance, etc.

With an employee, you can determine when, where, and how you want something done. Also, intellectual property that employees create belongs to your company. Because you hire employees for the long term, they have time to get to know your business and your customers very well. Committed, dependable employees can often be relied upon to manage the business during the owner’s absence.

Part-time work is a lot like full-time employment with of course, reductions in everything from hours worked to pay and benefits. Anything less than a full-time schedule falls in the part-time category, even, for example, working 36 hours instead of a full 40. Hiring a staff member on part-time basis is a great way to find out about an employee’s performance before making a long-term commitment.

Contract work involves a specific term of work, often on a project basis. Contractors will agree to a fixed term (two months, six months, a year, etc.) and generally work at the client’s location and with the client’s equipment. Contractors set their own rate, which is then agreed upon (or negotiated) by the company who hires them. Contractors are generally responsible for:

-          Finding their own contract work

-          Choosing what to work on

-          Providing the required expertise (training not provided)

-          Fulfilling the terms of their signed contracts

-          Paying their own taxes

Using a contractor allows for flexibility in expanding and shrinking your work force based on work load. Hiring a contractor for a specific time period or project makes it easier to accommodate fluctuating or periodic bursts of activity. Contractors offer extensive specialist skills to meet specific needs of a project or role within the organization. By using a contractor, you avoid the costs associated with having a permanent employee.

About

Selecting and hiring qualified candidates for your company is a tough ask. Let Vertex IT Solutions take care of all your recruitment requirements. For a practical demo of our skills and expertise, get in touch with us today at http://www.vertex-it-solutions.com/

Recruitment Powered with Internet

The Internet has allowed for all aspects of our lives to be simplified to some extent, and finding a good job or a good employee is no exception to this rule. Both future employees and companies successfully use the services of a recruitment agency to find what they are looking for. Using a recruitment agency comes with advantages on both sides. With a surge in job portals, operating as a link between employers and employees, seeking employment is less daunting. Searching for jobs is possible at the click of a mouse. Candidates have access to an ocean of employment choices and it is not surprising that they are often left overwhelmed with the numerous choices at their disposal.

Applying through job portals sometimes requires the candidate to write or rewrite his/her CV to match the requirement of the job advertised. This is easier said than done. It is a time consuming exercise and becomes demanding especially when you are balancing work and personal life. A professional touch definitely helps your chances of being employed quicker. A smart choice would be to seek the help of a Recruitment agency, who can assist you with your job search. Recruitment agencies are professionals who work towards linking skill requirements with the available skills on their database. They can offer placements in a wide range of professions and industries. Most recruitment agencies also offer integrated solutions for skill development and career growth.

Registering with a recruitment agency gives you various advantages such as:

Wider Choice

They tend to have access to a wider variety of job opportunities across various verticals, positions and industries. Many organizations looking to employee use their services rather than advertising themselves. In other words, you’ll gain access to jobs that are otherwise not available in the open market.

Timesaving

Almost all recruitment agencies maintain a candidate database. Registering with them is the key to opening doors to number of job opportunities. It is a one-time process. However, it is advisable to update whenever there is any addition to your skills/experience etc. Recruitment agencies take it on themselves to do the spadework to land you in the right job.

Salary

Trained Recruitment Consultants offer salary advice and assist you in obtaining the right pay commensurate with your experience and skill.

New Opportunities

Your recruitment consultant might surprise you by submitting your resume to a range of jobs including some that you might not have considered in your wildest dreams.  Actually they may be showing you a new direction and could encourage you to accept positions that you are fully equipped and skilled to handle.

Unique Job Offers

A reputed recruitment agency might be associated with certain organizations who can offer a good job opportunity for you. They might not be in the public eye yet and could offer a more conducive environment for career growth.

Confidentiality

They ensure that your personal details and resume are kept confidential. This information is provided to prospective employers only with your permission.  This is an added advantage than just registering it on a job portal.

Recruitment Agencies hence can be a one-stop solution for all your job search needs. It is suggested that you do register with a reputed Recruitment Agency which specializes in your field of interest.

About

For a reputed IT Recruitment Agency, please visit http://www.vertex-it-solutions.com

Benefits of Contract Recruitment

Having a flexible workforce that has the right skills when you need them and can hit the ground running is where contractors really come to the fore. Whether you need them for a specific project, require particular expertise or are looking to meet a temporary peak in your resourcing requirements, they can offer the perfect complement to your permanent workforce. Recruiting contractors offers employers flexibility from the labour market and gives them immediate control of how they manage change and staffing peaks across their business. Recruiting contractors is inevitably driven by pressure, whether it be a pressure on headcount, time, resources or workload, for the majority of employers it is unlikely you will be able to pre-empt these interim requirements. Contractors therefore offer companies the chance to react to changes in their market or at a more personal level, changes in their business quickly, efficiently and for as long as the need exists.

The benefits of contract recruitment is recognised across a range of sectors, from IT to finance, supply chain to sales. Companies in all areas of business will experience times when they have an urgent need to recruit specific skills; to gear up their resources for entering new territories; needing interim leadership after structural changes; or even through having temporary caps on headcount. In some specific sectors, very niche skills or experience may only be available from people working on a contract basis.  In these situations, contract recruitment has proven highly effective in overcoming issues and putting talent where it’s needed. Especially in the current economic climate which has seen demand growing for 18 successive months. For most companies, the key benefits are:

·         Flexibility: including an agreed notice period and contract duration

·         Cost: employers typically only pay for the work or project completed

·         Speed of response:  have a person with the right skills in days 

·         Fewer restrictions, regarding employee / employer relationship

There are also softer benefits, such as the ability to experience people in action in your company before making a longer-term offer. A successful contractor will most likely have broader and enhanced skills and experiences, gained from working within similar or likeminded organisations and will bring these to their new role. They will have the technical skills required to do a job but will be able to draw on proven best practice from previous experiences to add value and understanding to what works and what does not. This will improve their efficiency and effectiveness within the project/assignment.

Contract Recruitment has to solve problems for companies, so it’s vital to choose a partner that has consultants who know the industry, and an extensive industry-specific candidate network. The partner should also be fully conversant and compliant with employment, immigration and tax legislations. It’s also important to consider how contractors are managed when working for a company: look for a partner that offers client and contractor relationships management, that can handle all legal requirements, and that offers regular contractor health checks to ensure both parties are satisfied.

About

Solve your contract staffing needs by letting Vertex take care of your Contract IT Recruitment requirements. For more details on our services, please visit http://www.vertex-it-solutions.com/ 

Recruiting the Online Way

Online recruitment offers recruiters one of the most powerful and cost-effective ways to recruit staff for an organization. Success in online recruitment depends very little on the vagaries of the internet and very much on careful planning and a clear recruitment strategy. Online recruitment, e-recruitment, or web-based recruitment is the use of online technology to attract and source candidates and aid the recruitment process. What this usually means is the use of a company’s own website, a third-party job site or job board, a CV database, search engine marketing or social media platforms to fill vacancies. The emergence of Information, communication and technology has necessitated the need for professionally qualified and talented people in the Information technology (IT) sector. The astounding sector growth in recent years has created a demanded for personnel at various operational levels, from the tech geniuses to the routine maintenance staff. As the reach of IT is not confined to any particular industry, the sector overlaps with all other sectors including banking, finance, accounting, insurance, legal, etc. The industry also encompasses various fields including voice processing units, telephone technology, wireless technology, cellular technology, satellite communication systems etc. 

The careers area of a corporate website is one of the most-visited areas of a website. With this in mind, the use of a careers area in a company’s own website as an online recruitment resource is now a common practice for many. In its most basic form, the careers area is often simply a listing of vacancies in your company with details of how to apply etc. However, many companies invest in more extensive careers areas where in addition to their job vacancies they can also promote their company as a place to work, outline the company ethos and culture, detail employee benefits, feature “day in the life” articles about typical employees, have recruitment videos and even online recruitment fairs.

For job seekers, job sites make searching for jobs much easier. Rather than having to trawl hundreds of employer websites, job seekers can find lots of vacancies in one place. Job sites and job boards will usually provide daily emails of new jobs, Twitter updates, RSS feeds of new opportunities, or SMS’s of new vacancies. Most job sites and job boards allow job seekers to create online profiles and/or upload their CVs so that recruitment agencies and employers can view them. Job sites also provide other services to job seekers such as careers advice, web forums, salary surveys etc.

For recruiters, job boards offer an easy and cost-effective way to reach active candidates. Recruiters simply upload their vacancies and publish them on the job board for candidates to find. Many job boards now also offer simple candidate management tools and resources to help make a success of job posting. Online recruitment offers clear advantages over traditional recruitments methods. At the same time, however, one must remember that it is still recruitment. The fact that it is cheaper and quicker than other forms of recruitment does not change anything. No matter what size your company, make sure that you have the best possible recruitment process in place before you begin. If you do, you will have a much better chance of online recruitment success.

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For the latest IT Recruitment Solutions, please visit www.vertex-it-solutions.com