In today’s global market, a company is only as good as the staff it employs. In order to maintain a competitive edge, sustain corporate health and remain an innovator in industry, every business must continuously ensure both current and new staff meets and exceeds current requirements and expectations. While the current economic downturn means that many are seeking new employment opportunities, the flux of available candidates has actually flooding the job market, making it difficult for companies to sift through the masses and hone in on the best candidates for their positions.
One of the most efficient ways for organizations to manage the overwhelming increase of available applicants in the technical arena is to partner with a professional firm of software sales recruiters. Teaming with reputable technical sales recruiters allows businesses to outsource the screening process to technology sales recruiters well versed in the specific nuances of the available position. This frees up time and internal resources for businesses to focus on their core functions and not get bogged down spinning wheels in the hiring process.
Technical Sales Recruiters: What To Consider
While working with a team of technical sales recruiters can prove both beneficial and rewarding, it’s critical to ensure your organization selects the right firm to pair up with. When screening potential agencies, be sure to consider the following:
Choose An Industry-Specific Firm
Some general recruiting firms straddle broad market verticals and source candidates with an assortment of skills and experience. If your company is seeking to fill technical-related opportunities, choose an agency that works specifically in the technology/software recruiting faction. This will help ensure that the team of software sales recruiters you’re partnering with best understands who makes an ideal fit for your opportunity, and you can spend less time getting a jack-of-all-trades type firm up to speed. Of course, even an industry-specific firm should always ask questions about your open requirements, but their background in technology will help them hit the ground running.
Consider Company History
Today’s fluctuating marketplace has seen a slew of fly-by-night firms touting their solid company history appear virtually overnight. While it’s not necessary to source an agency that has decades of experience, a general rule of thumb is to look for businesses that have at least five years of company history. To further probe a company’s validity, ask about the specific industry experience each of their staff members brings to the table.
Ensure A Thorough Screening And Interview Process
This is potentially the most critical component to clarify before selecting a team of technology sales recruiters. Ask specifically about the agency’s pre-screening process and if the firm requires applicants to complete business requirement assessments to determine a skill fit for the position. This ensures that your company won’t have to waste time weeding through unqualified candidates. Make sure that your selected partner always checks multiple references on every single candidate that you interview. Also, ask to review the references prior to any scheduled meetings to further strengthen your company’s ability to extend a job offer to the most qualified candidate possible.