If you decide to apply to a recruitment agency for the selection of IT specialists, the question arises - how to choose the one with which work will bring the best result?
We advise you to stop the initial choice on 2-3 specialized recruitment agencies operating in the information technology and telecommunications market, unless, of course, you are going to conduct a complete monitoring of this service market by calling fifty agencies and holding 20-30 personal meetings, each of which will have tell in detail both about the company and about the vacancy.
What questions most concern clients when choosing a recruitment agency?
how much does it cost to select a specific IT specialist?
How long does it take to select an IT specialist?
What is the qualification of a recruiter who will directly work on your vacancy?
Does the recruitment agency have its own database of specialists?
how many people work in the agency and how long has it been in the recruitment market?
What companies have you worked with before?
What guarantees does the agency provide?
Of course, each representative of a recruitment agency has a well-established "song" that he will confidently "sing" to you both by phone and in person, from which only a good impression will remain (if, of course, this is a trained and experienced employee). Let's dwell on a few points that you should pay special attention to when choosing a recruitment agency to select the IT specialists you need.
Specialization is an advantage when working on the selection of IT personnel. Whether it is an actual specialization (which you can look at on the company's website) or declared ("every recruiter has his own specialization", "we have departments with their own specialization"), "probe" a representative of a recruitment agency in order to understand the area in which need to select a specialist. For example, it may sound like this: "You, as a specialist, based on previous work experience, what do you think are the main criteria for selecting a good Internet project manager, and what is the income level of this employee today." After listening to the answer, evaluating its content side (it is banal how much it corresponds to the truth), confidence in operating with information and special vocabulary, you will be able to understand whether this employee is competent in this area or not.
Specify which customers this recruitment agency had to work with before - well-known branded companies in the list of clients are a good indicator of the agency's level of work.
Be sure to ask how long the agency has existed? Agree that an agency that has been on the market for a year or two may not fully correspond to the level of complexity of the order that you are ready to offer them for work. By the number of employees working in the agency, it is impossible to unequivocally assess the level of the agency, small does not mean 100% bad, and large does not mean guaranteed good. There are both numerous positive reviews about the work of small agencies and negative ones about the work of well-known ones on the market, so evaluate this criterion at your own discretion.
We advise you to contact https://cna-it.com/ whom we have tested on our personal experience of cooperation.