HR, even at the first glance, has never been a simple job, and every HR department has to deal with a variety of issues.
As a human resources manager, you must always have to take into careful consideration all the questions related to how many people you should hire, how to get the quality employees or how to efficiently use and train personnel. In many firms, the focus on speeding up the IT recruitment process is a pressing concern. This article will state the two most frequent cases of this problem. Therefore, you’ll realize that all managers take a long time to decide what is the best option for the company, whereas if the decision had been made sooner, the company’s growth rate might have increased significantly.
1. The urgent need to fill high-level positions in the IT company:
This case involves a technological startup that has never had a profit margin, in three years straight, less than 300 percent. They developed from a small set of operations, so the CEO is responsible for almost all the tasks, including company administration, human resource management, and so on. After that, the firm grew too fast for the CEO to manage all the departments, hence, they decided to build an HR department.
However, due to a shortage of IT employees in the market at the time, the HR team was unable to acquire the required number of IT workforce to meet the company’s demand. As a result, they need to hire a new HR manager with sufficient experience as well as knowledge of this industry to speed up the IT recruitment process. The company, even though willing to pay a large amount of money to recruit employees for this position, is still struggling to achieve what they need.
2. The organization needs to hire IT employees quickly and at a minimal cost:
This is a quite long-standing company in the switchboard industry, but they have never really systematically invested in big data. They are implementing more technology in their stages in accordance with the digital revolution. Therefore, the organization’s need for IT specialists to manage technological problems become an immediate demand.
As a newcomer in the segment, the company lacks many fundamental understanding of the market to create a suitable candidate portrait. They always had one of two issues with the available candidates. While the company’s budget is only appropriate with limited-ability ones, the well-experienced applicants to meet the company’s request would prefer a salary that is much higher than that.
3. The problems human resources manager have to face:
A technological company faces a challenge of finding high-level staff to speed up the IT recruitment process for the company. In order to obtain the appropriate applicants, the most struggling problem is to get access to as well as choosing the candidate that meets the company’s requirements. The reason behind this is mainly because people who are qualified for these occupations often do not have time to look for opportunities, hence, the corporation must take the lead to go and discover them. However, the company’s HR department lacks experience in recruiting at this market level, which may result in many negative consequences of hiring the incorrect employees for the company.
Unlike the first story, the second organization does not require a lot of human resources in these high positions, but they are concerned about cost minimization in lower-level positions. Part of the problem is because they only reach a limited segment of the industry to have that many options to consider. They lack an overall understanding of the industry, making it difficult to assess the suitable salary range and negotiate properly with candidates. Because the HR department is inexperienced, it is difficult to accurately appraise a candidate’s abilities.
Although this could be considered as two distinct issues, they are the two most pressing problems confronting organizations, and both come from a lack of access to and awareness of the recruitment market, particularly the IT industry. It takes a lot of time and effort to comprehend a new industry, and organizations cannot devote all of their resources to educating their employees only to establish a recruiting team. Most importantly, the team just dedicated to the segment they do not have much of requirements (such as senior staff of a technology company or a small number of employees for the technology department and projects)
4. The effective solution for these cases:
The possible solution for 2 aforementioned problems is hunting through the IT headhunt agency. Among all of them, one of the best headhunter agencies in Vietnam is RECO. This headhunt agency – after 9 years in the IT human resources industry – confidently guarantees the ability to supply human resources as well as the quality of the candidates:
With over 1.000.000 eligible databases of IT applicants, advanced technology, and professional service, this headhunt agency guarantees the ability to supply human resources with the quality requirements from the clients. Moreover, with these advantages, the candidates arising from headhunt companies always have better quality premises than people from the inner company HR department.
RECO is known for its expertise in hunting employees for high-level positions and has a wide range of networks to not only look for, but also get suitable access to people appropriate with these positions easily.
With its experience, RECO can, right after getting the clients’ requirement, evaluate the candidates in this industry and suggest the most reasonable salary for each position.
After receiving a request from a customer, within 3-5 days, this headhunt agency can find the CVs that fulfill the request and promote a fast recruiting process that can save a large amount of money for the company.
The most important thing is that you do not need to know much about the IT field to use this service as all you have to do is submit a request and select a suitable applicant, obtain the required candidate and lastly, pay a monthly fee.