Talent Development Centre

Category Archives: Working with Recruiters

Advice for IT job seekers and independent contractors in Canada when working with recruiters and staffing agencies to successfully get a job.

Please Don’t Ghost Recruiters After Being Submitted to a Client

Please Don't Ghost Recruiters After Being Submitted to a Client

Graeme Bakker By Graeme Bakker,
Director, Delivery Strategy & Development at Eagle

A major part of a successful recruiter/consultant relationship, is building a connection that lasts. Afterall, when a recruiter and consultant are working together, it often takes a couple of opportunities and submissions before a placement occurs.

During this process, many forms of conversation need to happen, via both email and phone. Having been leading recruiters for a number of years now, I commonly hear “I can’t get in touch with Joe,” or “Sarah won’t confirm her interview availability.”  On the flip side, consultants provide feedback like “I never heard back about my submission,” or “Nobody ever called me about a possible interview.”

Contract opportunities often come in fast and close even faster. A major challenge contractors and recruiters have throughout the process is being sure to communicate back-and-forth quickly, as new information becomes available. And after all of that rush, the hiring manager is sometimes slow to review and feedback on submissions seems non-existent.  This causes anxiety for both recruiters and consultants.

Trust me when I say that recruiters LOVE getting feedback from clients about submissions. And there is nothing more that we would love than to let you know that feedback, in detail.  No feedback is as frustrating for everyone.

But a client’s hiring process is not simple and they are also dealing with many unknowns. There might be a delay for any number of reasons beyond their control, meaning it could be another week before the resumes even get to the right hiring manager.  We’ve also seen hold-ups happen because the client wants to hire two people instead of one person for the role and interviews get pushed for another week.  So many things can happen behind the scenes.

Still, it’s understandable that delays, lack of feedback and too many “no update updates” would cause a consultant to disengage with their recruiter. Sometimes this results in contractors “ghosting” their recruiter – completely ignoring emails or phone calls and not responding at all. This, however, can send the wrong message and may have negative effects.

As noted, clients’ hiring processes timelines can vary and be delayed for many reasons. Sometimes, the recruiter only hears something a couple weeks later, when they receive a notice that the client wants to interview the consultant. If you’ve already ghosted them due to a lack of feedback, then the recruiter is going to be forced to tell the client that you are no longer interested, and a new search begins to find somebody else for the job.  Furthermore, it decreases their confidence in considering you for future submissions.

Communication, or lack there-of, is a common reason we see job opportunities fall apart. I recommend working with your recruiter to make a communication plan upfront. Let them know how often and when you prefer updates to be sent (even if there is no update), plus if the recruiter doesn’t offer the information, ask them about how the client works so you can set your own expectations during the process.

Patience is something that both the recruiter and the consultant working together must understand.  Certainly, great recruiters must check-in with job applicants, even if there is no feedback, so the consultant is aware of what may or may not be coming down the pipe. And at the same time, as a consultant, you should trust your recruiter and have confidence that if there is information or feedback, you will receive it.

The Difference Between a Recruiter and Client Interview

The Difference Between a Recruiter and Client Interview

Crystal Nicol By Crystal Nicol,
Director of Delivery, Strategy and Development at Eagle

I often get questions from consultants asking me, “What’s the difference between my interview with a recruiter and the interview with the client (hiring manager)” or “Why do I need to meet with you if I’m also meeting with the hiring manager?” There is a real difference between the recruiter interview and the hiring manager interview, and they each have their importance. Remember, the recruiter is a third-party individual who is working with the client company to go out into the market and find the best candidates possible for that client company’s position. The hiring manager is someone who actually works directly at the client company seeking to fill the position.

A recruiter is requested to use their searching expertise to go out into the industry and find and qualify the best candidate possible who specifically fit a set of requirements provided by the hiring manager. They’re really focusing in on skills and requirements and the job fit. It’s the hiring manager who will take this candidate from the recruiter and then determine if the candidate’s qualifications are suitable for the open position, the team fit, the company’s culture, the company’s core values, etc.

An interview with the recruiter is important. In this interview they will ask you questions to help them determine if you have the specific skills required for the open position. The recruiter wants to set you up for success in your future role so they are going to look deep into your work experience and try to understand both your strengths and weaknesses. Interviewing with the recruiter is also good practice. As per this SparkHire post, during this interview, the recruiter will also coach you and help you prepare for your interview with the hiring manager. They will provide you with useful tips throughout the hiring process, such as appropriate dress, resume format, and handling gaps in employment. They can also provide advice on when it’s appropriate to ask questions about things such as salary and benefits. Your best bet is to look at your interview and conversations with the recruiter as more of a training advantage and a way to learn inside information on the job and hiring manager beforehand.

During the interview with a hiring manager, the hiring manager will ask you questions to determine if your experience would be beneficial not only to the position but to the company as well. The hiring manager is the person who defined the scope of work, including the tasks and responsibilities, and the requirements of the role. They also have the bigger picture and understand the goals and milestones that go along with this role. The hiring manager has the insight into the company and is more likely to assess your skills to see if your skill set would align to other projects or departments in the company, along with this position. They are also asking the candidate questions to determine the team and culture fit. It is the hiring manager who makes the decision over whether or not to hire the candidate.

Remember, it’s important to create a good relationship with your recruiter. A good recruiter is an added benefit to your job searching. If this particular opportunity didn’t work out and if you’ve made a good impression, the recruiter will work with you on future positions, increasing your options.

Your Client’s Workplace is Toxic — Time to Get Out!

Your Client’s Workplace is Toxic -- Time to Get Out!

Professionals often go into the gig economy to work for themselves because they don’t want to answer to a boss or manage employees. IT contractors know that, although their company and decisions are their own, they still need to answer to a client and, more dreadfully, work with their employees and put-up with their office shenanigans.

Most client workplaces are great. The weird employees, freeloading team members and awkward individuals will always exist, but for the most part, the environments are bearable and you’re capable of delivering on your requirements. Then, there are those other client sites. The toxic workplaces where nobody is happy, you can’t get anything done and, and it starts to take a toll on your mental health.

How can you tell if you’ve joined an IT project team that’s part of a toxic work environment? There are a number of common signs, many of which are summed up well in this Inc. article. Generally, you’ll notice that a toxic office has low energy and motivation among all the employees. They might seem happy and agreeable, but when you pull back the curtains, you notice that people are gossiping about each other, working in silos and cliques rather than teams, and having unofficial sidebar meetings.

Once you’ve been at the client site for a little longer, additional signs start to pop-up. The lazy people are still getting away with murder, others are getting promoted based on no merit whatsoever, and the few people who were an asset to your project slowly start to leave.

Now the bells are going off and you realize that there is no way you can be successful in an environment like this. Regardless of your experience as an IT contractor, there’s only so much you can do to make technology projects succeed. If the organizational support is not there, you’re sure to crash and burn, and your reputation will take a hit. So, what do you do?

Don’t Give-Up Too Easily

If the contract doesn’t have much time left on it, keep your head down and focus on your deliverables without getting sucked into the drama. Working from home when possible and avoiding the toxic individuals will help.

Cover Your Bases

You also need to think of self-preservation. An environment like this means employees are going to throw you under the bus whenever possible, so you need to be prepared. Document all your work and conversations. When somebody tries to point the blame your way because they didn’t complete a task or messed-up a deliverable, your notes and emails might be your only saviour.

Keep Your Recruiter in the Loop

Staffing agencies bring value to IT contractors in several ways, one of which being that they help you navigate these situations. Let your recruiter know that something’s sour in the environment as soon as you notice it so they can help you find solutions. Most importantly, be upfront if you think leaving might be the only option, providing plenty of notice. This popular post by Morley Surcon includes tips on how to leave a contract early, if it’s absolutely necessary.

A toxic work environment is a brutal place to have to spend 40 hours a week, but unfortunately, they exist across all regions, in all industries. If you find that yourself in one when you start your placement, act fast by either developing your plan to adjust and succeed, or preparing an exit plan that keeps your integrity intact.

AI is Changing the Way Clients and Staffing Agencies Recruit (and you need to pay attention)

AI is Changing the Way Clients and Staffing Agencies Recruit (and you need to pay attention)Artificial Intelligence (AI) is transforming our world every day and regularly changing the way we live our lives. Whether you’re listening to music, ordering fast food, or interacting with an online customer service agent, AI lets you work faster, be more efficient and get what you need.

There are many implications of AI to an IT contractor. First, as implied above, AI is bringing new opportunities to companies across all industries, and that results in more IT projects across the board. More specifically, you should take time to understand how AI is affecting the ways clients and staffing agencies hire, so you can better adjust the way you search for jobs.

Clients are Re-Evaluating their Job Opportunities

There is an ongoing debate of whether or not robots will steal all of our jobs, leaving more people unemployed. According to this recent article from Entrepreneur, though, companies are not using AI to replace skilled professionals but are using it to fill talent gaps. This is especially true in the IT industry.

The article references research by Korn Ferry that predicts a talent shortage of 1.1 million in the US technology, media and telecom industries by 2020, and a 4.3 million shortage by 2030. To fill that gap, AI will be used for some coding tasks, as it can identify an objective, autonomously develop a framework, generate code and find the ideal mixture of APIs and SDKs.

Of course, companies know that artificial intelligence cannot replace the critical thinking and human element that a real person brings to the table. So, instead, they’re using new tactics, combining multiple job roles into one and recruiting skilled talent that work with the AI. Hiring managers are analyzing specific job postings and determining which tasks from a job can be handed off to a computer, thus allowing one person to do more value-added work. In theory, your work should become more interesting with fewer monotonous, “housekeeping” tasks.

Recruiters are Looking at Your Resume Differently (if at all)

This Fast Company article is written around the fact that staffing agencies, clients and employers are mostly using some form of artificial intelligence within their recruiting processes, and that changes how you should write your resume. Sometimes tools are used to screen your resume against a specific job after you apply, and other times it helps a recruiter search a database of thousands of people for the right matching candidates. In all cases, it means a human is not going to evaluate your resume unless you first make it past that AI gate keeper. The article offers three suggestions for your resume:

  1. Focus on Your Skills: This is the most important tip. The article stresses not to bother with fluff in your resume like metaphors and weird titles like “Coding Ninja”. It even goes so far as to suggest that soft skills are not relevant to get past an AI. What really matters is to include specific skills you use in a project, and known titles to match those skills. It is also wise to include common seniority terms, such as “Lead” or “Senior” before your title.
  2. Skip the Personal Statement: The personal statement is similar to the soft skills — computers don’t care. Of course, if your resume does get into the hands of a human, a brief elevator pitch to sell yourself might benefit you.
  3. Customize Your Resume, But Not Too Much: The article says not to waste too much time customizing every resume to every specific job. Instead, as long as you weave the proper skills throughout the resume, the AI should be smart enough to recognize you are a fit for a job.

How else has AI affected the way you search for jobs? Leave your experiences in the comments below. We’d love to hear more and share our advice to overcome obstacles you may be facing.

Closing the Communication Loop with Your Recruiter

Communication breakdowns are one of the most common causes of missed opportunities, hurt relationships, failed projects and pretty much anything that can go wrong in business. As an independent contractor, you are right to expect the best service from your recruiters, including excellent communication, but even the best recruiters will drop the ball sometimes. If you truly want the relationship to work out, then it is up to you to help set expectations and close the loop in communications.

This quick video we created provides examples of how your follow-ups to everyday conversations can go a long way in getting the information you need from your recruiter and ensuring you’re both on the same page. Check out the quick tips and think about these examples next time you meet with a recruitment professional.

Do You Have Questions? Here’s How to Get Answers Directly from Eagle’s Recruiters

Do You Have Questions? Here's How to Get Answers Directly from Eagle's RecruitersIt’s an AMA, Talent Development Centre style! We often see comments across social media or hear from IT contractors directly who have a variety of questions. So, for today’s special post, we’re asking our readers what they want to know from Eagle’s recruiters.

Are there specific job search tips you’d like to hear? Do you want to learn more about hiring processes at staffing agencies? Would you like to know what’s happening inside a recruiter’s head at any given time? Whatever the question, we want to answer it.

Leave your question in the comments section of this post below. We’ll collect all of them and send them off to Eagle’s most experienced recruiters. Then watch the Talent Development Centre and we’ll share the answers at the end of the month.

Quick Poll Results: What do you look for in a recruiter?

Last week, we shared a post rounding up advice to how to attract recruiters, get past their initial 5-second scan, and ultimately make them want to meet you. In the same way, recruiters are always wanting to understand what is most important to job seekers so they can also improve and be more sought-out.

Last month’s Contractor Quick Poll set-out to learn just that. We provided some common traits contractors look for in a recruiter and asked you to tell us the most important one. Here are the results…

What is the most important trait you look for in a recruiter?

Here’s What Recruiters Do and Do Not Want to Hear from You

Here's What Recruiters Do and Do Not Want to Hear from YouThe key to selling anything, including yourself, is having a clear understanding of the client. In the case of an IT contractor’s job search, that means knowing your recruiters. Hiring professionals spend every day of their careers evaluating candidates — great ones, mediocre ones and terrible ones. Naturally, it does not take them long to know what they do and do not like.

For example, this article from Inc. reveals buzzwords often found on LinkedIn that recruiters despise reading. It states that you should avoid words that are vague, boastful, or too quirky because they detract from your actual accomplishments. The article also notes that these terms should not appear in a resume or pop-up in job interviews:

  • Growth Hacker and other cute or too creative job titles. State your job title as it is — Developer, Project Manager, etc. Other examples of annoying job titles include futurist, thought leader, champion and influencer.
  • Words you wouldn’t use in a job interview or face to face. For example, nobody would call themselves authentic or a visionary while in-person and expect to maintain credibility.
  • Strategic and innovative. The author’s opinion is that these are over-used words used by lazy people. Elaborate if you’re going to include them.
  • Any word you don’t own. These are classic buzzwords we love to use but don’t know what they mean. For example: synergize/synergy, tribe, game changer, silo, snapshot, bandwidth, traction, cutting edge, granular, omnichannel, paradigm shift, ideation, deliverable, digital transformation and touch base.

So how do you attract recruiters? This article from U.S. News has four helpful ideas and techniques you can use when setting up your job search that will make recruiters a little more eager to give you a call:

  • Play passive. The article suggests keeping your resume off of every job board and not applying to every This way, recruiters don’t perceive that you’re interviewing at 100 other places.
  • Convey your pain. “Pain” may not be the right word, especially for an IT contractor, but instead “interest” or “motivation”. Ensure to the recruiter that you are invested in the opportunity and will not jump ship.
  • Be flexible. The article states that respecting the recruiter’s process and timelines shows goodwill and a desire to work with them, but we will add to that. When working with many clients in the IT contract world, deadlines are real and failure to comply means you cannot be submitted. Flexibility is not about pleasing the recruiter, but complying with the job requirements.
  • Recommend good candidates. If for any reason you are not up for being submitted to the job, help a recruiter by recommending somebody who is interested. When successful, you’ll be helping the recruiter and your friend. Good karma is sure to come your way!

Recruiters evaluate thousands of candidates and, unfortunately, it is not possible to do in-depth research on every applicant they receive. Instead, they rely on their instincts and experience based on what they see in the first few seconds. Being armed with the right knowledge will help you pass that 5-second test so you can completely sell your skills when they dive into your resume.

Contractor Quick Poll: What’s the Most Important Trait You Look for in a Recruiter?

Working with the right IT recruiter(s) is imperative to getting the best IT jobs but also to ensuring you get the best overall contracting experience. The right recruiter affects everything from searching for a technology gig to your time working on the project.

There are a variety of signs to look for in an ethical recruiter and many questions independent contractors should ask their recruiters. In this month’s contractor quick poll, we want to know the number one, most important trait you look for in a recruiter when deciding who to work with.

Working Through the Contract Extension Process

Morley Surcon By Morley Surcon,
Vice-President Strategic Accounts & Client Solutions, Western Canada at Eagle

Your contract term is coming to an end, but there’s still work left to be done… or maybe there’s another project for which you’d be a strong fit… or, perhaps, the company at which you are working is cash strapped and may not be in a position to consider an extension to your contract. All these scenarios and others may be playing out for you. There are so many possible outcomes, not to mention all of the “opportunities” at other companies that begin to pop up.

What’s a contractor to do?

As an independent incorporated contractor, you are running a business. You want to do what’s best for your business, so your options must be considered based on a number of different (and sometimes competing) aspects – financial concerns, your company’s image, branding, reputation, and the interest of staff members (you). Also, you must balance all this with what’s in the best interest of your business partners and clients. After all, repeat business relies on leaving your customers satisfied. A bad reputation will propagate as people familiar with a tough situation move between companies.

Tricky scenarios pop up frequently around extension time. The following are some ideas that may make the road less bumpy:

  • Communication and transparency are key. Be open, honest and professional when speaking with your onsite supervisor and your agency partner (if there is one involved). Share your hopes, fears and interests clearly and try to remove the emotion that you might be feeling to get the best results/response. (To help with the emotion part, see the point below) Also, it is important to let all sides know if you are applying to new roles and, if it is really what you want, communicate your sincere interest in staying/receiving an extension. Everyone involved wants to avoid a situation where an extension is offered and refused due to a surprise job offer from elsewhere.
  • Start communicating early. For longer term contracts, begin a conversation with your recruiter and supervisor as much as 6, or even up to 8, weeks in advance of your contract ending. Challenges are much easier to manage if all parties have time to properly manage. If it is clear that there will be no extension, your recruiter might even be able to find you your next role and help to manage the transition from the current one.
  • If you have competing offers, my advice is to give priority to the project or client on which you are currently working. All things being considered, they are likely counting on you to see things through to the end. No amount of “knowledge transfer” will make up for losing a key member of their team. Leaving to take another role elsewhere risks your reputation and that can have long term impact to future job prospects.
  • If there will be an extension and there is a legitimate case for a rate increase, I highly recommend that you speak first with your Recruiter. There are several reasons for this. First, the Recruiter may know of opportunities or challenges concerning rate increases of which you aren’t aware. Second, companies often have a formalized process for rate increase requests and expect them to be followed. Again, your recruiter will know how to do this. Third, your recruiter will be able to help you build your case. They know what arguments might carry more weight with the customer. And, fourth, your Recruiter can have an unemotional and very candid business conversation with the customer avoiding any hurt feelings that might negatively impact your ability to work with the client going forward.
  • Be flexible. As described earlier, a business decision will have competing issues to consider. There may need to be give and take required to get the best overall result.
  • Whichever decision you make, be sure to manage your relationships with professionalism and tact; and give your best effort to mitigate any negative repercussions as much as possible. It will be noted by those observing such things and will help keep your reputation whole.

Whatever decision you make, be sure to manage your relationships with professionalism and tact; and give your best effort to mitigate any negative repercussions as much as possible.  It will be noted by those observing such things and will help keep your reputation whole.  And, remember the importance of having a positive reference on your most recent contract – the saying in the industry goes: “You are only as good as your last project reference.”  This is a good statement to keep in mind as you are exiting a project.