Recruiters bear a heavy load. They’re tasked with filling an exponential number of roles every month. This makes goals and quotas frequently feel out of reach. To top it off, the weight of a company’s success bears down on their shoulders as they stand at the frontline searching for top talent.
You’re shaking your head because this stress is especially prevalent as an IT recruiter. ManpowerGroup listed IT as one of the top 10 hardest roles to fill, globally, in a recent report. For many, however, it tops the charts.
Unfortunately, two-thirds of IT employers reported in a Staffing Industry survey, they’re facing a moderate to extreme skills shortage — and IT workers are feeling the weight of this gap. In fact, 89 percent of Staffing Industry’s respondents said the IT skills shortage is already negatively affecting business.
As an IT recruiter, you have the power to ease the burden of closing the gap between talented IT candidates and companies. That power often lies in the use of third party staffing vendors. Of course, turning to third-party vendors doesn’t always feel like a simplified, cut-and-dry decision.
But with the right tools and processes, you will get the most out of vendor services. The more intentional you are with improving your third party staffing vendor usage, the more quality IT talent you’ll see filtering into your inbox.
Here’s how you can more efficiently and effectively use third-party vendors for your IT staffing needs:
Identify where your current process falls short
You can’t begin fixing an issue without knowing the details behind every part of the problem you’re facing. You must fully acknowledge and understand where third-party processes are falling short — even if some of those issues are internal.
For example, if you’re unhappy with how long it takes to close an open role, dig deeper into the source. Ask yourself and your team a few simple but guided questions:
- How quickly am I getting the job to the vendors?
- Once sent, when do I begin receiving responses?
- Are certain vendors slower to respond than others?
- Are vendors unresponsive or are they having trouble finding candidates who meet all of the job requirements?
Your team will be able to identify exactly what’s slowing the process down by answering these questions. They’ll also begin to discover which vendors are already sending top-notch candidates and those that need further investigation.
As you go through this list, draft questions to send to both your internal team and vendors. Find out what job requirements are slowing vendors down. Is there a way to resolve the issue or do you need to find new vendors with candidates who fulfill all requirements?
Or maybe you’ve discovered an internal issue in which members of your team aren’t getting the job to vendors quickly enough. Every small detail gives you the opportunity to dig deeper into the process.
Improve transparent communication with vendors
Let’s face it, communicating in the staffing industry is exhausting. You have to navigate your clients, networks of candidates, internal communications — the list goes on. Adding multiple third party staffing vendors often makes it feel impossible.
However, establishing a system with the right information flowing keeps the discussion open with vendors so it doesn’t feel so toppling.
Start by sending high-quality, detailed notes. Remember, you’re working on the same team with the same end-goal of finding the best IT candidates. Your notes should never leave anything up for interpretation.
In succinct bullet points, share details that go beyond the job description. List the specifics a hiring manager asked for, traits of other successful IT employees at the company, and any requirements listed in the job description that have wiggle room. Immediately divulging this information ensures you have less back-and-forth with vendors.
Transparent communication also means keeping vendors updated on the status of their candidates. Treat them with the same respect you expect from others to do your job well.
Track and measure vendor quality
Some vendors won’t ever fit your needs — and that’s OK. But not knowing exactly which vendors are working for you is what slows down and complicates your process. To receive the best output, you must fully understand the quality of every vendor.
Start by looking at your clients. Track which candidates worked, who clients are raving about, and which vendors sent you top talent. Then, measure the internal information:
- Did they work quickly?
- Do they send reliable candidates?
- Are they responsive to your feedback?
- Do they send reasonable rates?
- How many requisitions did you close with them?
Use this information to improve both efficiency and effectiveness. If needed, end relationships with vendors not producing the best candidates. Move forward with continually measuring and tracking to increase the number of quality candidates you receive at a faster rate.
What problems do you face when using third-party staffing vendors? Let us know!