Talent Development Centre

Tag Archives: recruiters

The Talent Development Centre includes advice for independent contractors in IT from one of Canada’s top staffing and recruitment agencies. See all posts about recruiters.

Contractor Quick Poll: When do you prefer to receive a phone call?

IT contractors are busy people and, while you may want to hear from recruiters about upcoming contract opportunities, you also have a preference as to when you’d like to be called. Great recruiters are flexible and will contact you when it works best for you. We’ve learned that some professionals prefer an early-morning call, others late at night and others are somewhere in between.

In this month’s contractor quick poll, we’re out to see if there’s a common preference among our readers. When do you like hearing from recruiters?

Get More Job Opportunities by Keeping Recruiters Up to Date on These 5 Things

If the information about you in a recruiter's database is wrong or outdated, then expect to get calls for jobs that don't match what you want!

As an IT contractor, you probably have relationships with dozens of technology recruiters. Those recruiters keep you in a database, filled with thousands of other qualified contractors. While a couple might always keep you top-of-mind, the reality is that unless you have an extremely niche, in-demand skill set with incredible results, you’re only going to get a call if you match their search criteria. If the information about you in their database is wrong or outdated, then expect to get calls for jobs that don’t match what you want! Therefore, it’s in your best interest to keep recruiters up to date on your job status and career.

One solution is to create a distribution list of your favourite recruiters. If there’s a change to any of the following, send out an email notifying them of the update. Or, visit the staffing agency’s self-serve portal (if available) to update the information as soon as you have it.

New Skills and Certifications

You do not need to send an update saying “I gained another year of experience as a Systems Analyst” but if you learn a brand-new skill or earned a certification that is nowhere to be seen on your existing resume, your recruiter should know! It’s smart to send an entirely new resume with updates like this because they will need to pass that along to potential clients.

Contact Information

Recruiters need to get a hold of you! If there is a change to your email address or preferred phone number, let everyone know as soon as possible. Depending on how your recruiter’s database is set-up, once your number or email address is deemed “unreachable”, your resume may end up in a black hole forever. While it’s less urgent when you move a few blocks, relocating to a new city is important for your recruiter to know as well.

Date Available

Smart recruiters keep on top of contractors’ availability because they want to send you relevant job opportunities when you’re actually looking. If you haven’t already, tell all of your favourite recruiters when your current contract ends. Do that right now. Remember if a contract is extended or ends early, update them about that too.

Interest in Permanent Job Opportunities

Recruiters safely assume that an independent contractor has chosen this style of work as their career choice and that they are not interested in hearing about full-time, permanent job openings. If you’re in the minority and you’re a contractor who would like to hear about permanent jobs as well, make a point of telling your recruiter. Otherwise, you will only hear about a portion of the job opportunities that are out there.

Other Openings at Your Client

We hinted at the beginning of this post that being top-of-mind to a recruiter is your best chance of hearing about new jobs, and helping them out every now and then is the best way to get there. When you hear about upcoming projects or planned hiring sprees at a client, pass this lead onto your favourite recruiters. IT contractors who help recruiters win new business become unforgettable to those recruiters and their entire recruitment agency.

There is no need to call recruiters every month for a small chat or to send small resume updates when you’re on a contract for two more years. But if you remember to keep recruiters updated on just these few areas, you might be surprised at the number of relevant opportunities you start to receive!

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.

Take Control of a Disorganized Job Interview

Take Control of a Disorganized Job InterviewIf you’ve been an IT contractor for some time then you’ve met with plenty of recruiters from a variety of staffing agencies. Though no fault of your own, you’ve also had interviews go terribly wrong. Perhaps the recruiter is too junior, extremely busy, or just bad at their job, but when you find an interview going off the rails because they were unprepared, it’s up to you to save the meeting.

Certainly, a scattered recruiter who can’t conduct an interview is a red flag, but they may also be the key to a contract with your ideal client. Making the job interview work will make you stand out, be appreciated by the recruiter and give you more control over the outcome.

Have Empathy for the Unprepared Recruiter

This is understandably extremely frustrating for you. You gave up your time, maybe even paid time, to come into their office and meet but this recruiter didn’t even have the courtesy to be prepared. Still, this is a gatekeeper to contract opportunities so refrain from burning bridges just yet. Empathize with the recruiter and understand their situation. Maybe they’re new to the role, extremely busy, having a personal crisis, or got thrown into this interview at the last minute. None are really excusable but putting yourself in their shoes will dictate your future reactions.

Take Control of the Interview (subtly)

You took the time to arrive for the interview and still want a shot at the IT contract, so you might as well make this work. Even if you’ve determined you’re talking to an incompetent human being, let them feel like they’re still in control of the interview. Doing otherwise would not only crush their ego, but can give them a negative impression of you.

It may be their first time conducting an interview, but it definitely is not your first time being in one, so use your experience to guide the conversation. When you feel an awkward silence in the room, ask leading questions:

  • Can I tell you about my background and how I can help the client?
  • Would it be ok if I lead you through my resume to highlight why I’m a good fit?
  • Can you tell me a bit about the client and their project?

Answer Their Questions, Even the Odd Ones

Another reason your recruiter may appear unprepared is because they do not have the technical knowledge to fully understand the job. As a result, you’ll get off-the-wall questions that make no sense. Politely answer them and then steer the response back to something more relevant. This feeds them with real facts they can use to sell you to their client and the recruiter will appreciate you helping them learn more about the technology.

Know When to End It

As alluded to at the start of this post, sometimes a disorganized recruiter is a red flag. Look around the recruitment agency’s office and reflect on your entire experience leading up to this interview. Was this mess a one-time mistake or have you found your way onto a sinking ship of an organization? If this is not going to work, end the interview and move on with your day.

As rare as they are, unprepared interviews do happen, which is why it’s important for you to be prepared! Could you imagine walking into a meeting where neither party had a clue about the opportunity or what to do? If you find yourself in the situation, remember to be polite and empathetic, and just have a meaningful conversation. A self-aware recruiter will remember your conduct, know they can count on you and, as an added bonus, will know they owe you a favour!

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.

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.

Land More Jobs by Building a Relationship with Your Recruiter

Crystal Nicol By Crystal Nicol,
Delivery Manager, Eastern Canada at Eagle

“Communication–the human connection–is the key to personal and career success.” - Paul J. MeyerWhen you’re an IT contractor, working with recruiters is inevitable in your career, so maintaining a strong candidate/recruiter relationship should be top priority. Having an honest, open and trusting relationship with your recruiter is beneficial as you make major decisions throughout your career.  Just as every strong relationship has give-and-take, so is the one between the job seekers and the recruiters. Recruiters provide expertise, industry knowledge, industry contacts and job leads. They can also provide tips and guidance to improve your chances and direct you to the best job opportunities for you. So what’s the role of the IT contractor as the job seeker?

First, you need to help recruiters find you so you can do your part to build relationships with them. It is a known fact that more senior recruiters have an easily accessible pool of highly qualified candidates. These are people in their network that they often refer to first when they are recruiting for a job opportunity. If you’re not in that pool then you’re making your job search a lot more difficult. The internet and social media are swimming with candidates who are constantly applying to positions and you need make sure you are standing in front of the competition. So, start by building your social media presence including LinkedIn, Twitter and any local boards. Recruiters often use job boards and social media to find their candidates so make it easy for them to find you. If you get unsolicited calls or emails from recruiters, take them and respond. If the job opportunity is not what you’re looking for, then the best advice is help them with their search by recommending people you know who are a fit. Recruiters remember candidates who are helpful, so it’s the perfect way to start building a relationship.

Another way to ensure you are building a strong relationship with your recruiters is to have conversations with recruiters in real-time. Meet your recruiters face-to-face whenever possible. Provide them with regular updates on your status and any exciting projects you are working on. Also, put in an effort to understand their business, how recruiting works, their recruiting cycle timelines and how you fit into that scenario. It is also important to gain expectations in the beginning. Having this general understanding can help you figure out which relationships to prioritize. You would want to prioritize recruiters who specialize in what you do.

Developing a relationship with recruiters benefits your future job search. Even if you aren’t immediately looking for a new job or if a particular job opportunity isn’t quite right for you, it’s worth it to find out more and use that time to develop that relationship. Recruiters are often the link to many potential employers. They know what’s happening internally at these companies and before most, know where the next vacancy will be. So always welcome opportunities to speak to recruiters.  Keep an open mind and you might be pleasantly surprised.

“Communication–the human connection–is the key to personal and career success.” – Paul J. Meyer