Staff I.T., Inc. – The Technology Staffing Specialists

Use an I.T. Staffing Agency or Hire Internally?

Daniel Schrotter, Staff I.T., Inc.

You are the hiring manager at your company.  The I.T. director just put in a request for a .NET/SQL developer for a project she has beginning in two weeks.  Two weeks is not a lot of time and you already have a half dozen other job requests from other departments.  Hiring for I.T. positions is generally more difficult than hiring a temporary employee for an office administrative position.  This is because there are a plethora of well-qualified individuals who possess the necessary attributes to be a good office admin.  There is also a veritable army of staffing agencies who include “office administrative assistant” in their roster of positions they can fill.  However, finding an I.T. professional who possesses the necessary qualifications AND the experience you need can be much more difficult because the search is almost always much more precise and the need that much greater.

I.T. is the beating heart of nearly every organization today.  It is, after all, 2010 not 1994.  If your company is like most, labor is the biggest line on your P & L.  Companies are beginning to realize that when they use a staffing firm the inherent costs of sourcing, hiring and processing an employee are transferred from them to the staffing firm.  Payroll processing, issuance of government tax forms, worker’s comp management, unemployment claims and compliance with EEO, IRCA, ADA and COBRA – all this is handled externally by the agency and the company is left to simply choose the person they wish to have work for them and train them.

Yet there is also another often forgotten pitfall.  Hiring the wrong employee can be prohibitively expensive and you gain absolutely nothing from it.  It is here that the concept of contract-to-hire or temp-to-perm is so attractive.  It enables the company to “try then buy,” in a manner of speaking.  They are able to pay the contractual employee a bill rate that is within their budget and simply pay a reasonable fee to the agency from whence the contractor came.  Any good agency will also take pains to make sure that the bill rate is in line with the salary you propose to pay the employee when they become permanent.

Where going the contract-to-hire route is often most beneficial is when the first employee is not a good fit.  You simply have the agency withdraw that candidate and send over another.  Most reputable agencies will offer you a guarantee as well as the option for unlimited replacement until you are satisfied.  Most importantly, though, you save money.  Hire the wrong person directly and you have just thrown money away on recruiting them, processing them, conducting a background and/or credit check on them and training them – don’t forget, when they are being trained they are not really working yet and so are simply another cost.  The hope is that they will become a contributing employee right away and validate their expense.  Using a good I.T. staffing agency will mitigate this risk and will make the transition from contract employee to permanent employee smooth and hassle-free, leaving you to handle other projects.

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2 Responses to Staff I.T., Inc. – The Technology Staffing Specialists

  1. Chris says:

    There is a few things I am curious about. I initially came here hoping to find more information about the interview itself not the resume or cover letter. I don’t necessarily agree with some ofthe things on here but I guess to each their own.

    One of the things I don’t get is why do people even waste the ink or paper space making an objective on a resume?

    Let’s look at the definition of the word objective.

    something that one’s efforts or actions are intended to attain or accomplish; purpose; goal; target: the objective of a military attack; the objective of a fund-raising drive.
    Courtesy of dictionary.com

    So was the action of sending in the resume in itself not denoting what the intent was?
    Do people send resumes to job openings and positions they have no desire to fill or work at?

    Okay if you don’t understand my point, let’s break it down even further.
    The person took the time to type a cover letter, write a resume curtailed to that specific industry/position, they spent the time to find the opportunity that was posted and they took the time to send these documents to the person/company with the opportunity.
    How can you possibly think the person is not interested in working?
    How can you possibly think they are not interested in the position they just applied to?
    Why go through all of this work if you are not interested in the job?

    As an employer if you can’t tell the person wants to work and wants the job I really have to wonder about the employer or at least the HR person at that point of the game if not both.

    Am I missing something here? Please let me know because I just don’t get it.

    • Hi Chris,

      I enjoyed reading your comment – it gave examples of what you did not understand and also clearly voiced your own views so thank you for taking the time to write. You wrote that you “initially came here hoping to find more information about the interview itself not the resume or cover letter.” I perhaps was unclear. The title of the piece is “Getting the Interview.” I will be writing a piece at a later date specifically concerning tips and methods that I have observed and developed over the years to have a very successful interview. However, this piece that we write about now was about getting to the point where you are interviewed. Because there are an unprecedented number of applicants flooding the job market today it is more important than ever to stand out to hiring managers. On their best days they tend to be harried and distracted people only because they have so much going on at once. Therefore I have found – and I am just saying this works for me – that the more unique and unusual my cover letter and resume, the better chance I have at getting an email or phone call expressing an interest in sitting down together and interviewing.

      Your definition of “objective” is correct, it is indeed what the word means. I have never understood why people make an objective statement, either. I was glad to read that you apparently agreed with my point that making a generic objective statement at the beginning of the resume is a little redundant – obviously you are interested in working if you submitted a resume! Perhaps a middle ground is to state the specific position you are applying for in both the cover letter and the summary at the beginning of the resume. I have worked in several different facets of sales over the course of my professional life and besides being genuine and honest in everything you do the best advice I can give is to put the customer’s feelings and needs first. That is the entire purpose of the summary at the beginning of the resume. Same tactic. As I wrote, you are giving the reader a quick but accurate picture of what you are professionally – what you bring to them. Most Human Resources people and/or hiring managers don’t care what you want. They want to see what benefit you will bring them. So I agree with you, Chris. Making a redundant objective statement when it is obvious by your resume that you want the job is a waste of ink and paper.

      One tip I should have added and failed to do (sorry) is to NOT save the cover letter as a Word document or PDF attachment. Most managers won’t open it. Instead I have found much more success lies in simply writing a cover E-MAIL instead of a cover letter. It is the first thing the manager will see and they need not do anything to get to it – it’s under their nose.

      I will be writing a piece about helpful tips to having a successful interview next week at some point – I look forward to communicating further with you, Chris. Take care.

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