For a small company, IT recruiting can be carried out with the help of external specialists and this can be actually more profitable than having your own recruiter in the company. Having your own HR manager sometimes may not solve the problem of hiring either as you need expertise in IT recruitment, and actually it could increase the workload so much that one won’t be able to handle daily responsibilities.
Let’s say you start a new project and you must find a few new developers in a short period of time. Developers are one of the most difficult positions in the market to place: against the background of a shortage of qualified Tech & IT personnel, the demand for them is growing every day. It is super rare when a well qualified and experienced software developer is looking for a job. Most of the time they work on different projects and don’t even look through advertisements on job boards, or being headhunted. Therefore, the employer faces a very challenging situation, the goal is not just to find the right candidate, but also to interest them with a competitive offer and fascinating project.
Some pros of external recruiters:
– External recruiters already have a large database of candidates, they know who is looking for a new project right now and who can be perfectly fit for your position. They can advise you on a candidate with already good references who have worked on similar tasks. This greatly speeds up the research of the right candidate.
– They know all the variety of recruiting channels such as tech forums, Telegram, chats, and successfully use them. By the way, do you know that often tech guys don’t like phone calls and prefer texting when communicating with a recruiter?
– There is no need to pay for advertisements for job boards or buy access to databases, as it is a recruiter’s job to advertise and find the right candidate for you.
Some of the companies try to hire developers using their own resources. Sometimes they succeed, sometimes not. The main question that companies should ask themselves is if they are willing to pay the price with time and money in case of failure.
So why are external recruiters more cost-effective? Let’s make some calculations. Time is money, count the salary per hour of the employee who is going to make a research of the candidates and count for the hours of work: advertisement, sourcing, analysis of applications for the vacancy, interviews. Then you add the cost of the job advertisement and use of databases. Additionally, add the risk of hiring a wrong candidate – bugs in codes, lack of communication and clarity, replacement of the new hire, training, and onboarding time. And of course, the money that you lose when the position is open and not bringing you to result and profit for the company.
So, you have to decide for yourself, which way works better for you. Nowadays in the Tech field, the developers dictate the rules of the game. There is a competition of job offers, not between candidates. If you are searching for a software developer, try different ways of achieving it, ask assistance from professionals in the field. And remember, the winner is the one who always tries new ways, instead of using the same one!
Email firstname.lastname@example.org to receive our checklist on how to hire a software developer with more practical tips or if you require further assistance with the search.
Anna Erfurt, Tech Recruiter at RSI London
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