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The challenges of IT recruitment have become increasingly difficult to navigate in recent years. With a rapidly evolving market and the constant shift in demand for different skills, recruiters are faced with acute talent shortages. To add to this, lengthy screening processes can be frustrating for hiring teams and may even lead to a loss of interest from candidates.  Often, recruiters find themselves unable to meet candidates’ needs and remote work requirements, which makes attracting talent an uphill task. These hurdles can be major pitfalls in the growth and success of your company. This is where working with a strategic partner can streamline the recruitment process and bring hiring managers closer to capable and reliable candidates. 5 Reasons to Hire a Recruitment Partner  A strategic partner acts as a specialized staffing agency with expertise in IT hiring. Through systematic hiring processes and years of acquired expertise, strategic partners simplify and streamline the hiring process, saving in-house hiring teams time and money. 1. Quick Access to Pre-Vetted Candidates A strategic partner delivers a database of pre-vetted candidates and IT professionals for easy review. This instant access to an array of skilled candidates is a great way to reduce resources that are spent on the initial sourcing stages, which also significantly shortens the hiring timeline.  2. Screening and Assessment Expertise A recruitment partner offers expertise and experience honed from years of evaluating technical skills and handling assessments that require a highly specialized kind of IT knowledge. This expertise ensures that only candidates who truly meet your desired technical requirements reach the interview stage, further saving time and resources. 3. Data-Driven Insights The use of data to track hiring trends, industry salaries, and skill demands is also something you benefit from when you hire a recruitment partner. By leveraging this data, they can help companies identify the right candidates faster and suggest ways to attract top talent with competitive offers and incentives. 4. Reducing Recruitment Costs Partnering with a recruitment expert can also lead to lower overall hiring costs. This is owing to the reduced time-to-hire, a lower turnover due to better candidate matching, and eliminating any costs associated with lengthy vacancy periods for critical IT roles. 5. Ensuring Scalability for Growing Tech Needs Ensuring that your company can continue to grow means making the right provisions for IT executive talent sourcing in the long run. A strategic partner can also scale up hiring efforts or bring them down depending on your unique project demands. This flexibility is particularly valuable for IT companies or departments that may need contractors, permanent employees, or specialized consultants at different times. Choosing the Right Recruitment Partner Given the advantages of aligning with a strategic partner, it becomes imperative to choose the right one for your talent recruitment needs. Here are a few points to bear in mind while selecting an agency to streamline your recruitment process. Diversity & Inclusion When hiring a recruitment partner, it is ideal that they share your values with regard to hiring. This is why you need to understand their approach to allyship, diversity, and inclusion in tech hiring. It’s crucial to choose a partner that’s committed to fostering inclusive recruiting practices, and who understands the importance of building a diverse team. You can ask them how they support diversity through candidate sourcing and screening processes, as a proactive approach can help you achieve your company’s inclusive vision while reaching out to a broader talent pool. IT Expertise Not all recruitment partners have the requisite knowledge or experience to excel in IT recruitment. However, an agency that specializes in your specific industry makes it easier to conduct successful talent screening processes.  According to our 2024 Global Tech Talent & Salary Report, 37% of candidates come to tech from alternate backgrounds. This makes it crucial to make sure they meet all the necessary skill requirements based on your project needs. Partnering with a strategic partner who possesses the necessary industry knowledge can streamline your recruitment process. It also means that your partner will know which certifications, tech skills, and qualifications to screen for when shortlisting candidates. Download the Report Partner with Harvey Nash Looking to elevate your IT recruitment process? The team at Harvey Nash USA is committed to being a strategic partner to our clients to ensure they maintain the best IT workforce for their needs. Contact us today to find out how we can help. Contact Us

Raymond joined the Site Reliability Engineering Team. He immediately started to contribute not only to projects he was initially brought in but also partnered with Staff level SREs on other complex initiatives, including large migrations of a few services. He has received great feedback on his performance from the Hiring Manager several times. - Tomasz Wojtowicz, Senior Technical Recruiter Interview with Raymond Evelyn, Senior Site Reliability Engineer, 2 Months Tell us about yourself; what�s your professional background? My background is Network Engineering that transitioned to the cloud with DevOps, SRE and Solutions Architecture. I am very passionate of anything cloud and automation and how software practices can be leveraged to produce Infrastructure as Code. I particularly enjoy working with developers to get source control repositories prepped with code and pipelines and seeing an idea come to life to solve product or services for business objectives. What do you like about working with Harvey Nash USA? Harvey Nash is a great place to work. Honestly, they have HR related topics and processes very well organized from the interview phase all the way down to onboarding, contract management and health insurance not only from the web applications provided but the people behind them. Tom W. and the rest of the team are incredible. They follow up send you emails and call you just to make sure everything is going ok. You don't find many companies that do this. They genuinely care about you... Can you tell us about your successes at work? (Please keep client confidentiality in mind) I have worked with several companies throughout my career ranging from the service provider world in telecom, to Mixed reality devices, ecommerce, retail, SAAS providers, and software creators. Each one has presented different challenges and success stories. I enjoy working on things that unite technology with humans and provide capabilities that are useful to us in a meaningful way. Many sweet moments that I will cherish for a long time... Tell us something fun about yourself. Hobbies, playlist, favorite movies, My hobbies are spending time with my family, tinkering in my home computer lab, weightlifting, and reading about tech."

It’s hard to believe just a few short years ago that interviewers would need to conduct four or more interviews to fill an opening at their company. But for many, this was the status quo in applying for a job. And if you were frustrated by this process, we get it.  Some good news for anyone considering a job in tech: the days of meeting with multiple offices and several interviews look to be over.  Why So Many Interviews?  Put yourself in the shoes of the hiring manager. They have a lot riding on their next hire. They want to make sure their newest employee is going to be a highly successful addition to their team. They need to be as certain as possible that their candidate is not only great at interviews but, once hired, will be the very best employee. The strategy behind multiple interviews is to cover all the bases and weed out applicants who are not a good fit, and who can demonstrate verifiable results and skills. So while multiple rounds of interviews can be taxing, it’s nothing personal.  That’s why it's not uncommon for interviews to extend to a third conversation. Sometimes it helps to keep perspective once you're this far along in the interview process. Imagine your hiring manager is buying a car. It makes sense they’d want to test drive it and learn as much about the features as possible. Is a Third Interview a Red Flag?  Tech talent is in such short supply, and there is such a great demand to hire, that several interviews and a lengthy vetting process can be a red flag or it could be a positive sign. It's more complicated than a cut-and-dry scenario. So here are some things to consider when facing a third interview: Is the hiring team organized? Have they been sharing notes? Have they been discussing results? How substantial were the first two interviews? Are they being transparent about the overall process? You can tell a lot with these questions. Are you making headway in the vetting process? Or do you feel like you're being passed around the office? If you feel like you're spinning your wheels in "interview limbo," it may be a bad sign, and might be time to move on.  How Can You Help? These days, many candidates are frustrated with an overly lengthy interview process, and rightly so. That doesn't mean you don't have any influence over the process.  Remember: you are the main player in your next hire. Stand up for yourself. Be clear with your prospective employer about what's suitable for you—what you need. If you're unsure about your next interview steps, hiring timeline, or when it's appropriate to follow up with a hiring manager, ask.  You might be surprised to learn just how busy some hiring managers are and, when pressed for more information, they're often more than willing to cut to the chase and discuss your application in frank terms. Moreover, they may even appreciate the assertiveness that demonstrates your enthusiasm for the role, and your eagerness to become part of their company.   Get Hired Now Do you need more guidance throughout the recruiting process? We can help!  Harvey Nash USA is one of the most trusted recruiters for tech and other industries. Let's work together to help you find the role that's right for you! Contact us today.

The tech industry has come a long way in recent years to diversify its workforce. However, there are still many opportunities to attract and retain women. But how? The strategy for hiring and retaining more women in tech has been over complicated and seemed too far off to be a viable solution (more on that later). But from the recent findings of our Digital Leadership Report, we discovered some surprising statistics that may indicate the immediate solution could be much more simple. Let’s take a look at some evolving statistics and examine how the strategy to get more women in tech could have been right there all along. Why So Few Women Get Into Tech From the employer’s perspective, there just isn’t enough female talent to choose from in tech. One report found that “the lack of advancement of women technologists is staggering: the representation of women technologists declined by 50% from entry to mid to senior and executive levels.” Tech has long been a male-dominated industry, one that women simply don’t see themselves in. Women need to see themselves in this industry and believe that they’re just as good at it as anyone else. And when things get increasingly competitive, they need to be encouraged early to stick with it. Perhaps getting more women to join and stay in STEM careers is a society-wide responsibility. If we can create a pipeline from early education and nurture them throughout their schooling, we may see more women staying on this career path and bringing with them a wealth of talents and skills. One such strategy, workplace Diversity, Equity, and Inclusion (DE&I) initiatives, have been trying to do just that. A Decade of Slow Growth Many employers are finding their DE&I initiatives aren’t getting results. According to a 2016 report from the National Center for Women and Information Technology (NCWIT), women represented just 24.4% of U.S. computer professionals. That same report found that women held just 26% of all computing occupations (down from 36% in 1991) and represented 15% of computing entrepreneurs. You'd think the industry would have made substantial gains in promoting and retaining its female talent in the six years since that report's publication. But just as recently as Harvey Nash's Digital Leadership report in 2021, we found that just 12% of digital leaders were female. Why Many DE&I Solutions Don’t Seem to Fit Many employers would understandably be quickly overwhelmed by the amount of work there is to do to create more diversity, equity and inclusion in the workplace. A quick Google search yields several articles with similar solutions including: Developing a clear vision for inclusion in your company Transparent reporting on DE&I initiatives Creating employee support networks Promoting a more inclusive workplace culture Developing a diverse pipeline of women in tech These are critical steps every employer should take to eliminate the barriers to entry for women, make their workplace more inclusive, and put an end to the pay disparity between men and women. These are all positive and proactive adjustments you can make in your workplace to attract more women to the industry. But many employers want more diversity now. They have an immediate need to hire. So, these strategies often seem out of reach for the near term. It’s one of the ways many employers might feel that hiring and retaining women in tech is too complicated and time consuming, and their pressing need to hire takes priority. Surprising Findings: The Right Strategy Could Be the Simplest What if a simpler solution was the best solution? One of the surprising findings of our Digital Leadership Report was that just 6% of employers have tried working with mandatory hiring benchmarks and just 8% have tried candidate shortlists. With numbers this low, we can assume that only a few employers were working with a recruiter to create a gender-neutral recruiting strategy which, this article describes as a more “flexible recruiting approach that takes into account women’s specific needs and aspirations.” There is no question that employers want to hire women but have yet to tap into a successful strategy. The solution could be as simple as the one they have yet to try: adjusting your recruiting metrics and/or developing a gender-neutral recruiting strategy. Ready to Try a New Way? Could your ranks use more female technologists who are some of the best and brightest talent? If you want to hire more women into tech roles, we can help. Harvey Nash USA is committed to creating more diversity, equity and inclusion—not just for the long term, but to serve your hiring needs now. If you want to help your workplace evolve while elevating the tech industry to achieve more today, contact Harvey Nash USA.