The use of headhunters in the IT sector is becoming more prevalent, given the scarcity of labour. How do these “talent seekers” work and what is to be expected of them?
With the shortage of labour, IT professionals are a rare commodity and companies are no longer hesitant to use headhunters to find the rare gem, even if they have to poach from their competitor’s workforce. “The headhunter’s challenge is to satisfy both the needs of the company and of the IT specialist,” says Xavier Thorens, president of Thorens Solutions, a firm that specializes in “head hunting”. “We are not looking for candidates who want to change jobs just for a better salary, but professionals who will integrate into the company and stay there.”
How do they do it?
When headhunters are looking for candidates, they typically use social media such as LinkedIn or Twitter, as well as other sourcing techniques. But to be spotted by one of these recruiters, it is still necessary for job seekers to be visible. Not that the candidate has to write in big letters that he is seeking a new job, but he must assist the recruitment specialist to identify his profile from among the thousands that swarm on the internet.
“To increase his visibility, the candidate must put certain information forward in his social profiles so that it can be found,” explains Xavier Thorens. “The most important thing in the IT sector is the technologies he has mastered. It can also help his application if his profile includes a descriptive sheet of his skills and what he is aiming for. If he wants to remain discreet he can disable notifications, which will allow changes to be made without alerting his network.”
A more complicated hiring process
When a candidate’s profile is selected, the headhunter must still be sure of his compatibility with the company. To determine it, the job seeker will go through numerous interviews and tests. “We do a number of meetings to establish whether he really has the skills listed in his CV, what his relational skills are, and if his personality would be appropriate for the intended working environment. We also assess his technical skills through these tests.”
Once this step has been validated, the IT professional meets the company and passes a psychometrics test. Finally, the candidate and the company enter a phase of negotiating the working conditions.
Of course, the recruitment process is long, but it makes sure that the candidate and the company will continue together for some time. This sustainable alliance is all the more important for the IT professional. “To validate mastery of a technology, it takes at least three years,” says Xavier Thorens. “So to have credibility on the market, the IT professional must spend several years in each mandate. Patience is the watchword in IT!”
Link to the company: https://thorens-solutions.com/fr