staffing – Quantilus Innovation http://www.quantilus.com AI Driven Innovation Mon, 12 Feb 2024 18:05:45 +0000 en-US hourly 1 https://wordpress.org/?v=6.2.6 http://www.quantilus.com/wp-content/uploads/2023/03/Quantilus-FavIcon-1.svg staffing – Quantilus Innovation http://www.quantilus.com 32 32 Recruiting for Government Projects http://www.quantilus.com/uncategorized/recruiting-for-government-projects/ Sat, 18 Sep 2021 19:22:52 +0000 https://enamix.com/?p=4581

Recruiting for Government Projects

Recruiting and staffing is a challenging and rewarding career path, as it is a position that helps individuals land new job opportunities that can impact the rest of their lives. It involves researching and reaching out to professionals, preparing individuals for interviews, guiding candidates through the hiring process, negotiating salaries and benefits, and more.

 

However, how does this change when a recruiter looks to fill job vacancies for government projects, compared to commercial projects or companies? To learn about these differences, we sat down with Anuradha Rao from EPS Corporation to record an insightful podcast episode on the topic. Anuradha is a Sr. HR & Talent Acquisition Manager with more than 20 years of experience in human resources and recruiting. Throughout the last four years, Anuradha has been focusing her efforts on recruiting for federal government projects, so she is exceptionally well versed in the differences between recruiting for government and commercial job positions. Discover the unique requirements that candidates must meet when pursuing roles on government projects.

 

Clearances

 

Government projects require candidates to have the proper clearances to be considered for the job. Clearances are a determination by the government that grants a person eligibility to access classified information. Therefore, one of the first steps a recruiter takes when recruiting for a government project is verifying whether the candidates possess the correct clearances for the job position, as there are numerous types of clearances.

 

Furthermore, one of the most significant dilemmas with clearances is the length of time the process takes. Anuradha states that it currently takes around a year and a half for individuals to obtain the proper clearances for the types of federal jobs she is tasked with recruiting. This lengthy process has led to a shortage of qualified workers since the demand for individuals with these clearances is high, but few people have gone through the process of acquiring them.

 

Language

 

United States federal projects take place across the globe in countless countries. Therefore, when projects occur in countries outside the U.S., it is highly beneficial for the worker to know the country’s official language where they are stationed. This allows the workers to effectively communicate with native personnel who may also be working on the project, leading to a smoother workflow and better project results.

 

Additionally, speaking the native language makes adapting to new living situations easier since individuals can communicate with the local citizens in their everyday lives. This leads to happier and more satisfied employees since they do not have to worry about a language barrier impeding their day-to-day lives. So, whether that looks like bargaining prices at the local market or figuring out how to enroll a child in daycare, knowing the official language is highly beneficial.

 

Skillset

 

As with most jobs, positions on federal projects require unique skills that are learned through experience. However, recruiters for government projects commonly come across candidates that do not have the required experience listed on their resume but are actually qualified for a position. This is often because government positions require unique and niche skillsets that candidates may not think to include on their resume. Therefore, recruiters have to routinely speak with potential candidates to uncover the other aspects of their experience to see if they will be a good fit for the role.

 

Suppose a recruiter speaks with a professional and they discover the candidate has the appropriate experience. In that case, the recruiter will often work with the candidate to edit their resume, so it communicates the desired skills and experience. Moreover, a crucial aspect of identifying candidates with the right skills is knowing the industry-specific lingo that potential candidates use on their resumes or in conversations. Understanding the jargon helps recruiters quickly sort through candidates and recognize when a candidate might possess the necessary expertise or has transferable skills.

 

Sourcing Candidates

 

Sourcing qualified candidates is a significant hurdle for recruiters staffing for government projects. To find candidates that have experience working on government projects and have the necessary clearances, recruiters often look in designated spaces for government employees. For example, Anuradha has identified around 55 organizations that work with veterans, and she emails them monthly with job openings she is looking to fill. These organizations will then post these openings on their website or send them out to their members, thus providing Anuradha with a list of promising, qualified candidates.

 

Furthermore, Anuradha mentions additional methods of sourcing candidates that prove successful, including employee referral programs and participating in outreach programs. Anuradha holds several outreach program sessions per month where she helps transition service members out of the military and into the next phase of their life. These sessions accumulate a pool of candidates with various skills that have prior experience working for the government while also possessing clearances.

 

While recruiting for commercial and government projects is not entirely different, unique circumstances exist when recruiting for federal positions. It is essential to recognize and prepare for these conditions if an individual wishes to recruit for government projects or is a professional that desires to land a position on a government project.

 

If you are interested in more content in the realm of recruiting, conquering the job search, career advice, and more, be sure to check out our other InnerView podcasts here.

Share:

More Insights

]]> How to Hire Offshore Technical Teams http://www.quantilus.com/enamix/how-to-hire-offshore-technical-teams/ Tue, 15 Jun 2021 19:39:18 +0000 https://enamix.com/?p=4634

How to Hire Offshore Technical Teams

As technology continues to advance, companies are evolving by conducting business from every corner of the earth. As a result of this globalization, employees are becoming increasingly capable and successful at working remotely. This is largely the result of more effective communication methods and the ability to collaborate on projects without being in the same vicinity. Thus, companies are no longer limited by a geographical region when creating teams and hiring employees. 

 

As a result, offshore recruitment and management has seen a monumental rise in popularity and is now standard practice. However, what exactly does it mean to hire an offshore team, and what are the perks? Find out below. 

 

Defining Offshore Management 

Offshore management is the process of managing workers outside of a company’s primary country to perform in-house jobs. There are two ways this can be done. The first is that the company can set up the offshore teams itself by recruiting talent, hiring, handling office logistics, being responsible for accounting, etc.   

 

The other method is for the company to hire a third-party vendor specializing in offshore management services to set up and manage the offshore team. The management firm can also be responsible for finding and securing an office for the offshore team, payroll, HR policies, and more.  

 

Which Companies Should Consider Offshore Technical Teams? 

Building an offshore team is possible for many industries but some are more adept at the distanced work style than others. The technology industry is one of the most popular fields for offshore management because countries such as the United States have a much greater demand for technical talent than there is supply. Therefore, tech companies in the United States can more quickly find skilled talent at a cheaper rate in foreign countries than within their own borders. Examples of tech companies that have offshore teams include Apple, IBM, and Microsoft. Other common industries and departments where offshore management is frequent include customer support and manufacturing. 

 

Furthermore, hiring offshore technical talent is a viable option for small and medium-sized businesses. Small businesses based in the U.S. are currently competing for a limited supply of technical talent alongside tech giants like Google and Amazon. The tech giants are sweeping up talent because they have the resources to offer larger salaries and greater perks, thus leaving smaller companies scrambling to fill open positions.  However, searching outside the U.S. opens up a new and large candidate pool for companies to look for highly-skilled technical talent.

 

Furthermore, hiring offshore talent provides small and medium-sized businesses the opportunity to hire skilled talent within their budget. So whether a company needs full stack developers, dev ops engineers, QA automation specialists, or any other technical talent, exploring offshore candidates is a great way to find skilled talent on a budget.  

 

Why Do Companies Choose to Have Offshore Teams? 

You might be wondering why a company would choose to create a team in a different country when it seems simpler to expand the company where it is already based. Well, there are numerous advantages of instating an offshore team, especially if it is managed by a third party. Some of these advantages include… 

  • Experienced recruitment teams from the management company can ensure staffing and quality levels are maintained – reducing project delays caused by turnover. 
  • You may not need to go through an expensive and time-consuming ramp-up period to set up their offshore center. The management company can use its existing facilities to set up the team and infrastructure. 
  • You may not have to immediately set up in a new country and navigate regulations, payrolls, taxes, locations, etc. The management company can handle the process until you are ready. 
  • You can evaluate the resources over a period of time and hire only the very best permanently. 
  • You will have the flexibility to change development technology and skill-set focus without significant retraining or retrenchment costs. 
  • You do not have to deal with fluctuations in the foreign exchange rate. The management company can manage the risk. 
  • You can maintain full control over the process and the team.  

 

The benefits will vary depending on if a company decides to take on this process themselves or if they hire a management company. Furthermore, each management company provides different services so companies should determine their needs before selecting a company.  

 

Factors to Consider 

When contemplating if offshore management is suitable for a specific company, there are a few items to consider. The first is the time difference. Offshore teams are commonly located in different time zones than the company’s headquarters since they are based in different countries. Since these are your employees, you will be responsible for managing their workload and performance on the day-to-day just as if they were in the same location as you. Therefore, it’s essential to determine if the time difference will be an issue and how it will be handled.  

 

Additionally, communication is another aspect to ponder. Since the offshore team will be remote from the rest of the company, acceptable communication methods should be contemplated and outlined. For example, is communicating using email and phone calls sufficient, or does the company require employees to meet in person? If the latter, then this route may not be right for you. Every company and team is different and will have varying needs. 

 

Lastly, there’s the factor of cultural differences. Companies that are looking to have an office in another country should be aware of the cultural variations. Recognizing, respecting, and incorporating the offshore team’s culture is vital for cultivating healthy professional relationships between the offshore team and the rest of the company. This becomes especially apparent when the teams communicate with one another and when hiring and onboarding offshore employees.  

 

Is Offshore Management Right For Your Business? 

Creating an offshore team is a big decision, but one that can offer companies a multitude of benefits. The perks of offshore management range from less expensive labor and not needing to worry about fluctuations in the exchange rate to having vendors recruit the talent and handle payroll.  

 

Is your company looking to expand your technical talent offshore?  If so, contact us today for a consultation. 

Share:

More Insights

]]> Why You Need a Technical Recruiter http://www.quantilus.com/enamix/why-you-need-a-technical-recruiter/ Thu, 07 Jan 2021 18:59:43 +0000 https://enamix.com/?p=4563

Why You Need a Technical Recruiter

Finding the right talent is challenging. That’s why companies frequently work alongside a recruiter to source the best candidates to fill their open positions. Recruiters are experts in finding talent for open roles, which can help make the hiring process more efficient and successful. However, when does a company need a technical recruiter vs. a standard recruiter? And what even is a technical recruiter? Keep reading to find out.

 

Definitions: Recruiter vs. Technical Recruiter

Generally, the main goal of a recruiter is to source job candidates to fill vacant job positions. Recruiters can work internally at a company or as a third-party that works for multiple clients. Responsibilities of a recruiter commonly include but are not limited to…

  • Sourcing candidates for job openings/job pipeline
  • Writing and posting job descriptions, and position requirements to job boards
  • Screening candidates via reviewing resumes and job applications, along with conducting phone screenings
  • Completing reference checks
  • Extending employment offers and negotiating employment terms
  • Handling the new hire/onboarding process
  • Ensuring all hiring processes comply with employment laws and regulations

Recruiters are trained and capable of filling a wide variety of typical job roles. Examples of jobs that recruiters may fill include a marketing director, a school guidance counselor, project manager, and human resource coordinator.

 

Technical recruiters have nearly identical responsibilities to standard recruiters. The difference is that technical recruiters specialize in sourcing job candidates for “technical roles”. These roles are usually in the technology and engineering fields.

 

Examples of jobs technical recruiters may source candidates for include a DevOps engineer, salesforce developer, cloud architect, and front-end engineer. If you need help finding a technical recruiter, check out our blog on five tips for finding the right staffing expert.

 

Though the responsibilities between standard recruiters and technical recruiters are very similar, there are numerous benefits when working with a technical recruiter. Discover all the advantages in the next section.

 

Benefits of a Technical Recruiter

One of the greatest perks of working with a technical recruiter is their knowledge of the technology industry. Since the job roles within tech are often specific and complex, it is conducive to have someone with a tech background on the hiring team to guide the search. It is common for technical recruiters to have been a technology or engineering employee at one point and then switch to a career in technical recruiting since they have the background. Below is a list of advantages that come from partnering with a technical recruiter.

 

Identifying Relevant Experience

Working with a recruiter is valuable but offers little benefit if the recruiter does not know what to look for in a candidate. For example, a non-technical recruiter might think a software developer would be a good fit for a software engineering position when this is not always the case. Though the job roles contain similarities, they are not interchangeable due to their different responsibilities and required skills. A technical recruiter knows that a software engineer offers wider strategic experience with the ability to see the bigger picture while a software developer offers domain-specific experience to deliver against set requirements.  Conversely, a technical recruiter can recognize work experiences that will be transferable and helpful should the candidate get the job. Ultimately, increasing the odds that the hire will be successful for both the new employee and the company.

 

Asking Pertinent Interview Questions

Interviews are a valuable method of understanding a job candidate’s personality experience, skills, and more. However, if the recruiter does not know when to probe and dig deeper into a topic or does not know which questions to ask to see if the candidate is knowledgeable in a particular area, the interview will be a waste of time. Technical recruiters know what to ask in order to get the information their clients need to make informed decisions. 

 

For example, a standard recruiter might know they are supposed to ask the candidate which coding languages they are comfortable using. However, a technical recruiter is able to probe deeper and is better able to assess proficiency of the candidate’s depth of skill and capabilities. So, if a candidate expresses experience in PHP, a technical recruiter is equipped to ask follow-up questions such as experience with relevant skills like Ajax, jQuery, and MySQL.

 

A Curated Professional Network

Recruiters have vast professional networks since they are constantly communicating with job seekers, individuals who are open to work, companies with vacancies, etc. Technical recruiters also have substantial professional networks, but theirs are tailored more specifically towards the technology industry. This means they already have access to top talent and relationships with leaders within the tech sectors or technology departments at companies, which they utilize to provide their clients with job candidates.

 

Informative and Helpful Job Descriptions

Most job postings are not very good. Sometimes the description is one giant block of text that makes it challenging to pick out important information. Other times, the posting is too vague, so job seekers do not know what the position will entail. Or maybe the job posting is outdated, contains inaccurate information, or doesn’t include vital details. All this can lead to an inadequate applicant pool. 

 

Technical recruiters understand the value of an expertly crafted job posting and can work with their clients to create the description. Since tech jobs are highly intricate and require particular skills, it is crucial to include all pertinent information and requirements in the job description in order to receive optimal candidates. Technical recruiters can help pinpoint which information is necessary to include, as well as providing insight into what details job seekers want and need to know, how to format and communicate the posting, deciding on the tone, where to feature the listing/distribution, and more.

 

Correct Industry Terminology

The technology field is packed with jargon. Understanding and being able to use the correct vocabulary is essential when hiring in the tech industry. Technical recruiters are able to use this jargon and can clearly communicate with candidates to ensure alignment with experience, skills, and requirements. They can also answer and ask in-depth questions. Traditional recruiters probably will not possess the necessary knowledge to properly talk with candidates about the job position and the candidates’ previous work experiences.

 

Takeaways

Technical recruiters have numerous advantages over standard recruiters when it comes to filling a technology position. These include their ability to identify candidates’ relevant experiences, ask pertinent interview questions, use their curated network of professionals, create useful and accurate job descriptions, and understand and utilize industry jargon. Technical recruiters are an invaluable asset when hiring for a tech role, and can provide hiring teams with quality candidates and guidance.

 

eNamix is here to assist you with your recruitment needs. If you have any questions or want to discuss a job requisition, contact info@enamix.com to set-up a consultation with one of our senior account managers.

Share:

More Insights

]]>