We’re living in a world where the demand for talent significantly outweighs the number of available candidates in search of technology sales roles. More than half of U.K. businesses are experiencing skill shortages, and countless worldwide organisations struggle to fill critical positions.
Factors like the Great Resignation, the rise of remote working, and changing employee priorities have made it harder than ever for sales leaders to fill their employment pipeline. In this environment, businesses must access the right support.
A specialist IT technology recruitment partner with expertise and experience in your industry makes it easier to find the people capable of transforming your team. Here’s how you can identify the right one to work with in 2023
Why Technology Companies Need Recruiting Partners
Currently, around 80% of organisations say they have difficulty filling positions due to a lack of available skills. As unemployment levels continue to drop, the quest for talent will likely become even more challenging for modern brands.
A recruitment partner can be the ultimate way to stay one step ahead of the competition and ensure your business can thrive in the years ahead. Companies like ours have spent years cultivating networks which offer extensive access to top talent.
We can tap into “passive” candidates who may not be actively searching for new roles. As recruitment experts, we are skilled at positioning businesses to the right candidates by offering help with social media marketing, job description writing, and interview setting.
Here at Ice as a partner for example, we aim to give your company the extra support to quickly track down the right talent and build a pipeline of available experts. We know where to look for talent and can help your business to appeal to every part of the workforce.
How to Choose the Right Recruiting Partner
A recruitment expert has the potential to save companies time, money, and headaches in the search for talent. However, the success of your new strategy will depend on your ability to choose the most suitable company for your business. Here’s how to get started.
1. Look at Their Brand Presence
Branding and online presence are growing increasingly important to the recruitment landscape. Countless candidates check a company’s “employer brand” before deciding whether to work for them. They’re also increasingly active on digital channels when searching for jobs. Around 90% of candidates now use social media in their job search.
Search for active social media pages across LinkedIn, Facebook, and Twitter. It’s also worth looking at how frequently your recruitment team shares thought leadership content and blog posts to support their sector.
2. Prioritise Industry Experience
Every industry has its specific nuances to consider when it comes to recruitment. People in the technology landscape are looking for different things from their employers than those in the engineering space. These groups have different messaging, unique priorities, and different expectations. As such, finding a recruitment partner who knows your space is important.
A specialist technology sales recruitment partner will understand your landscape and the kind of candidates you’re trying to reach perfectly. They’ll know how to position your job descriptions, what types of copy and content to use to attract employees, and even where to look for passive candidates.
A recruiter with a good knowledge of your sector will also be able to match a specific individual’s skills more easily to the goals and requirements of the role in question.
3. Explore Recruitment Service Options
Different technology recruitment partners can offer different kinds of services to their clients. Some work on specifically filling roles as they emerge in the company, while others fill talent pipelines with various candidates. This may even involve reaching out to the 70% of candidates who aren’t actively searching for a new job when you’re hiring.
Various recruitment partners can also offer different levels of assistance with the recruitment process. Some can help with writing job descriptions and social media posts, so you can improve your chances of reaching the correct audience with the right language. They may also be able to offer help with your interview and shortlisting process.
The level of assistance you need and the extent of the service you’re looking for will help you to determine which partner is right for you.
4. Speak to the Company First
Finally, once you have a shortlist of the key recruitment partners you might want to work with, it’s worth reaching out and arranging a time to talk. A conversation with your recruitment partner can help you to answer a lot of questions you might have about their service, how much support they can give, and how they’re going to communicate with you in future.
Speaking to the recruitment experts also allows you to test their knowledge and expertise and build a rapport for future interactions. A good recruitment company should be ready and willing to arrange a meeting with the stakeholders in your time where you can discuss all of your concerns. Depending on their location, they may offer various forms of communication, such as video conferencing, calling, or face-to-face meetings.
We would be happy to speak with you, don’t hesitate to reach out.
‘Here at Ice Recruitment we have over 14 years tenure of helping technology sales candidates and clients with their hiring needs. If you wish to speak directly with Rachel or Neo, send an email to email@example.com or call 01707 841634.