it job description

How to Write a Compelling IT Job Description

posted by Markitors Markitors |

Recruiters and hiring managers have their work cut out for them in the competitive IT industry

The fact is, according to the Bureau of Labor Statistics, the IT industry is expected to see job growth of approximately 12% over the next eight years. 

On top of that, there’s a huge IT talent shortage here in the U.S. that’s left employers scrambling to fill the void.

That means a lot of recruiters and hiring managers are looking for the most compelling IT job descriptions to draw top talent away from the competition. 

But how do you write a compelling IT job description?

A Job Analysis

First things first, before you even think about writing your job description, you need a clear idea of what position you are hiring for and what your recruit will be doing on a day-to-day basis.

Too often, employers come into a candidate search without having clear expectations or development plans for their new hire. 

That’s why it’s always a good idea to perform a job analysis before beginning the hiring process.

Your job analysis should be rooted in information from current employees, as well as in-depth competitor analysis and industry research. And it will help not only with your job description but also during the interview process.

During a job analysis, you will 1) establish the essential functions and day-to-day tasks of the job, 2) create competitor analysis, 3) establish the requirements and qualifications of the position, and 4) compile the data in a usable format. 

Only after that can you begin writing a compelling, and most importantly accurate, IT job description. 

How To Write a Compelling IT Job Description

There are five essential parts of any job description:

  1. the job title,
  2. a summary,
  3. duties and responsibilities,
  4. requirements and qualifications, and
  5. an Equal Opportunity Employer (EEO) statement.

Today, we will go over some tips and tricks for each of these sections to help you create an effective IT job description and draw in top IT talent even in this competitive job market. 

Job Title

Many employers don’t put a second thought into job titles. They just throw up the first thing they think of and hope that draws in the right candidate. 

Obviously, this isn’t recommended. It’s much better to do some competitor research to see what job titles perform the best on job boards. Then, tailor your job title to deliver the best results.

Overall, IT job titles aren’t too complex. As long as they are accurate, don’t exaggerate the status of the position, and avoid creative names, titles are usually pretty self-explanatory.

Job Summary

After you’ve decided on your job title, you’ll need to write an engaging job summary that draws in potential candidates.

Once again, it’s never ok to exaggerate a job’s significance, but this is an opportunity to highlight the benefits of your position. 

The summary should contain a quick overview of the position and the business that includes location, information about company culture, and what it takes to be successful in the job. 

Duties and Responsibilities

To create a worthy duties and responsibilities list for IT jobs, you’re going to need to rely on current IT employees for some help. 

The duties and responsibilities section should include specific, core duties, and responsibilities only. It doesn’t need to be an exhaustive list of potential job tasks, rather just the bread and butter duties, so to speak, of the position.

Also, remember to avoid vague language. Instead, take the time to do your research and ask questions of current employees until you know the specific duties and responsibilities of the position—even if that requires some technical jargon.

This will eliminate the number of unqualified applicants you have to sort through when all is said and done.

Requirements and Qualifications

The majority of the time, it’s a good idea to keep the industry jargon to a minimum in job descriptions, but when it comes to IT, things are a little different. 

IT jobs often require very particular, and at times, technical language. 

While the requirements and qualifications section should mostly detail general hard and soft skills required for the job, it might also need to include specific language.

For example, you might need to know if an IT tech has been certified by specific organizations like CompTIA A+ or Microsoft Certified IT.

Or you might need to find IT security candidates who can navigate intrusion prevention systems (IPS) and endpoint detection and response (EDR) systems. Don’t be afraid to include this type of technical language.

Overall, the requirements and qualifications section needs to be thorough for IT professionals. That means including everything from general requirements like a degree in Computer Science or engineering to specific qualifications like those listed above.

Equal Employment Opportunity Statement

Finally, there’s the equal employment opportunity statement that should be included in every IT job description as required by the U.S. Equal Employment Opportunity Commission.

Including an EEO statement is not just about the law; however, it’s been proven candidates view EEO statements positively, and it helps build a more diverse workplace, which is a win-win for everyone.

You can include a General EEO statement like this one from SHRM in your listing:

“[Company Name] provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.”

Or, you can take the opportunity to go above and beyond with an EEO statement that looks something like what Google puts on their job descriptions

EEO statements are a great opportunity to show what your company values are and practice inclusivity. 

In that spirit, also remember to be inclusive throughout your IT job description. Refrain from using gender or age-specific language so that everyone feels welcome. 


When all is said and done, as long as you do the proper research, ask the right questions of current employees, and stick to the facts, writing IT job descriptions isn’t too difficult. 

And of course, if things get too time-consuming, you can always reach out to a staffing firm to bring in the right talent for you.

what is a technical recruiter

Are Technical Recruiters Necessary for IT Hiring?

posted by Markitors Markitors |

These days technical recruiters are more valuable than ever before. That’s because the global economy is expected to add some 5 million jobs in the IT sector by 2027. And with only 18% of the U.S population holding STEM degrees, there’s significant competition for top tech talent. 

When it comes to hiring for these coveted tech roles, recruiters need to have advanced knowledge to determine quality candidates from the pretenders. That’s where technical recruiters come in. 

What Is A Technical Recruiter?

Technical recruiters help identify, evaluate, and secure talent for technical roles. Using their in-depth industry knowledge, tech recruiters can properly evaluate positions that have complicated day-to-day responsibilities. 

So, whether you need to hire a UI/UX designer or a DevOps Engineer, technical recruiters are your best bet. 

For example, if you’re trying to hire a web developer to create your new website, you need to know if your candidates are fluent in coding languages like Java, C++, Python, and HTML. That’s hard to do when you’ve never coded anything in your life. 

This is why so many tech recruiters have STEM degrees and backgrounds in computer science. Simply put, they speak the same language as the tech workers they hire. And that matters when you’re trying to recruit top tech talent. 

What Does A Technical Recruiter Do?

What Does A Technical Recruiter Do?

Technical recruiters perform a variety of tasks to successfully place IT professionals. Duties include: 

  • Create Job Descriptions
  • Identify Both Passive and Active Candidates
  • Represent The Company at Hiring Events
  • Interview and Screen Candidates
  • Follow-up With and Deliver Candidates
  • Manage Recruiting Connections

In addition to these responsibilities, technical recruiters must maintain a high-level of technical knowledge to successfully hire valuable individuals. 

Stay Up-to-Date With Tech Industry Trends

First and foremost, tech recruiters need to stay up to date with the latest industry trends. That means not only being aware of the big industry-wide changes but also staying up-to-date with the day-to-day functions and qualifications of tech roles. 

For example, in the past, Computer Science degrees were the only way to secure a role in many of the most crucial spots in the tech sector. Today, that’s changing with the rise of ‘coding boot camps.’ 

In fact, these days, students from coding boot camps are seen as just as prepared as those with CS degrees by a whopping 76% of technical recruiters. That’s good news for the over 23,000 students who graduated from coding boot camps in 2019. 

If you hire a general recruiter, they might not understand the value of coding boot camps, and they certainly won’t have inside connections to any of them like many technical recruiters do. 

Determining Contenders From Pretenders

Determining the contenders from the pretenders is the most important role of technical recruiters. 

They do this using technical coding exams, by asking probing questions, and through thorough background research into candidates.

Most technical recruiters will do a brief over the phone interview, and then assign a technical assessment to see if the candidate can really do everything their resume says they can. After that, if everything checks out, there will be a second round of interviews with more technical questions to once ensure the candidate didn’t cheat on the exam and is fully prepared to take the position.

Without the proper technical knowledge, conducting an interview like this is nearly impossible. That’s one of the reasons why technical recruiters are so in demand these days. 

Why You Need a Technical Recruiter

Technical recruiters not only help make the hiring process easier, saving you time and money, they also help get the right talent to actually take the job.

In fact, according to a Linkedin survey, 89% of talent says being contacted by a technical recruiter can make them accept a job offer faster. 

Outsourced technical recruiters can help employers in so many ways it’s hard to keep count:

Securing Passive Talent

Did you know a whopping 72% of the global workforce is made up of passive talent who aren’t actively searching for employment, according to data from Linkedin?  One of the main reasons to partner with an IT recruiting firm is because they are willing to put in the time and effort, and have the resources required to recruit passive talent. 

Top tech talent is mostly passive; they simply won’t be applying to jobs on job boards. So you’ll need to go to them. And an IT recruiting firm can help you do just that. 

Ability to conduct technical interviews

If you don’t know the difference between Java and C++, it’s pretty hard to conduct an interview for a software engineer. IT recruiting staffing firms have technical recruiters that can help wade through the jargon and find out if a candidate is capable of fulfilling all the technical requirements of the position. 

In-depth industry knowledge

A technical recruiter’s in-depth industry knowledge goes a long way. A technical recruiter is able to identify the appropriate skills and competencies that make IT professionals valuable. Not just during the interview process, but also in the candidate selection process. 


Finally, you should consider hiring a technical recruiter for their industry connections. The fact is, over 70% of employers are having a difficult time finding skilled candidates, so you’re going to need all the help you can get. Technical recruiters can leverage their industry connections to find quality active and passive candidates. 


At the end of the day, if you want to hire top tech talent, you’re going to need technical recruiters to make that happen. Technical recruiters are the only way you’re going to separate the contenders from the pretenders without wasting the valuable time of your current tech employees. 

So if you’re looking for top tech talent, don’t waste your time with job boards. Reach out to a technical recruiting specialist. You’ll be more than happy you did. 

IT job titles

IT Job Titles: What Position Should You Hire

posted by Markitors Markitors |

The IT sector is in a state of constant evolution, with advanced technological solutions emerging every day.   

Consequently, recruiters are burdened with a whole new list of IT job titles to hire for every couple of years. The best recruiters know this modern IT landscape requires consistent research to stay up to date with all the new trends.

With that in mind, today we are going to go over a list of some of the most common IT job titles that all modern recruiters should be hiring. 

Table of Contents

IT Job Title Categories

IT Job Title Categories

Industries within the IT sector are some of the fastest-growing on the planet. From software to communications equipment, almost every industry within the IT sector has witnessed monumental growth over the past few decades.

Nonetheless, no matter if you’re working for a 5G support company or NASA, there are only a select number of IT job types out there to hire for, including:

  • Administrator
  • Analyst
  • Architect
  • Content
  • Engineer
  • Executive
  • Project Manager
  • Programmer
  • Security
  • Support

The reality is, IT job titles are a lot less confusing than they seem. If you’re worried about recruiting in IT, just remember every IT job fits within one of the above categories. Sometimes breaking down the hiring process from the start, like this, is just what you need to make things more manageable.

IT Jobs List

While learning IT industries and job types is a great start, the best way to break down IT jobs for recruiters and hiring managers is by job level.

Below we dive into a few examples of some of the fastest-growing and most common entry-level IT jobs, mid-level IT jobs, and executive IT jobs. That way, you know what positions to hire for in this ever-changing IT landscape.

entry-level IT jobs

Entry-Level IT Jobs

Help Desk Technician

Technical Support jobs are one of the staple entry-level jobs of the IT industry. When you’re having trouble setting up your computer or figuring out some new software, help desk technicians are there to help.


  • Provide accurate information on IT products and services.
  • Identify and suggest improvements in procedures.
  • Maintain the daily performance of computer systems.
  • Perform troubleshooting using different diagnostic techniques.

Job Outlook: With the rapid rise of the IT sector, there are now millions of help desk jobs all over the world, including almost a million positions in the U.S. That growth trend is set to continue according to the Bureau of Labor Statistics who predict a 10% annual growth rate between 2018-2028 for IT help desk jobs.

Average Annual Salary: $42,000

Technical Writer

It’s a technical writers’ job to create materials for companies, including instruction manuals, journal articles, and pamphlets. Without technical writers, understandably getting across technical information would be a challenge.


  • Study product samples and talk with product designers and developers.
  • Publish technical information for customers, partners, or manufacturers.
  • Organize and write easy-to-understand text and developer guides.
  • Manage updates and revisions to the technical text.

Job Outlook: Technical writers have strong job security, and their services are required more than ever before. In fact, according to the Bureau of Labor Statistics, technical writer positions are expected to grow at an 8% clip per year over the next decade.

Average Annual Salary: $72,000

Technical Analyst

A technical analyst designs, analyzes, and tests new information systems to improve business efficiency. Technical analysts are some of the most valuable positions in IT as they help keep the whole department running smoothly.


  • Analyze business requirements and recommend appropriate applications and technology.
  • Evaluate IT architecture and develop required presentations and white papers for technical processes.
  • Coordinate with infrastructure and operations departments to comply with NERC regulations.
  • Gather feedback from end-users about system performance.

Job Outlook: Technical analysts, often called Computer Systems Analysts, are another IT job with a strong growth outlook of 9% per year over the next decade, according to data from the Bureau of Labor Statistics. 

Average Annual Salary: $75,000

Web Developer

Working with a team of supervising developers, web developers will help to create new websites and/or applications. From Google to Uber, every major tech company has a team of dedicated web developers who act as the builders of the tech world. 


  • Use basic programming languages like Java and Python to create websites and apps.
  • Perfect graphical user interface to enhance user experience. 
  • Make sure outbound links function correctly.
  • Enhance the mobile experience and perform tests to ensure functionality.

Job Outlook: Web developers are one of the most coveted positions around for employers these days. In fact, according to the Bureau of Labor Statistics, web developer positions are set to grow at an impressive 13% annual growth rate over the next decade. 

Average Annual Salary: $69,000. 

Information Security Analyst

Information security analysts help ensure the security of a company’s data. With the number of data breaches we see these days, that makes these guys vital to an IT department.

Information security analysts are also some of the highest-paid professionals right out of college. Most make right around the six-figure mark, according to the Bureau of Labor Statistics (BLS).


  • Use software like Tableau to manage and secure data.
  • Manage network and cybersecurity concerns to protect company information.
  • Perform security tests to catch any vulnerabilities in company systems.
  • Translate data security information to non-technical management. 

Job Outlook: The BLS revealed in 2018 that information security analysts have one of the fastest-growing professions on the planet. The position is expected to grow at an incredible 32% per year over the next decade.

Average Annual Salary: $98,000

Mid-Level IT Jobs

Senior Software Developer

Senior software developers manage a team of software developers to create solutions for data storage, information transmission, and other business operations. Senior software developers play a crucial role as liaisons between their teams and management. 


  • Manage teams of software developers and engineers.
  • Communicate progress and challenges with management.
  • Test and review the completed software.
  • Code programs and software using python, C++, Java, and more.

Job Outlook: According to the Bureau of Labor Statistics, software developer positions are expected to grow at a rate of over 21% annually for the next decade. It sure pays to be STEM-educated.

Average Annual Salary: $112,000

Data Scientist

In the age of ‘big data,’ data scientists are some of the most valued professionals around. Using their data science degrees, they implement algorithms and systems that extract useful data from gigantic unstructured data sets.


  • Collect large data sets to be analyzed.
  • Ensure data security throughout the analysis process.
  • Create algorithms and models that help extract value from data.
  • Understandably communicate data to investors, clients, and management.

Job Outlook: According to the Bureau of Labor Statistics, data scientist positions are expected to grow at a whopping 16% per year for the next ten years. 

Average Annual Salary: $118,000

UI/UX Designer

User interface (UI) and user experience (UX) designers work with web developers to make sure websites are optimized for a human audience. If you’ve ever been to a completely unnavigable website, then you’ll know the value of UI/UX designers. 


  • Ensure the correct look and layout of websites and applications.
  • Cater technology products to a human audience.
  • Enhance conversions from visitors to customers by improving UI/UX.
  • Consider how a user will act, think, and feel experiencing the product.

Job Outlook: According to the Bureau of Labor Statistics, UI/UX designers will see their positions grow by some 13% year-over-year for the next decade. 

Average Annual Salary: $89,000

DevOps Engineer

DevOps engineers are some of the more senior developers on web development teams whose specific skill sets make them in high demand these days. They help manage teams and implement testing of completed products.


  • Manage a team of developers and engineers to create new websites or apps.
  • Help the CTO connect business goals with technological realities.
  • Implement unit testing and oversee code deployment.
  • Manage update releases, software automation, and sometimes security.

Job Outlook: DevOps engineers are so in demand the position ranks #5 on Glassdoor’s list of the 50 Best Jobs in America for 2020.

Average Annual Salary: $115,000

executiveIT jobs

Executive IT Jobs

Chief Information Officer (CIO)

The buck stops here when it comes to IT. The CIO is the head of the IT department. They are in charge of making sure business operations are supported with IT services, from data storage to video conferencing. 

Although the average annual salary of CIOs is only around $150,000. Many CIOs at fortune 500 companies are making a lot more than that


  • Ensure a company has the required technological resources to accomplish business goals.
  • Manage the IT department and help with hiring of lead personnel.
  • Approve vendor negotiations, IT policies, and IT architecture.
  • Develop and approves IT budgets.

Job Outlook: The BLS expects top executive job growth to be average at best for the tech industry at just 6% per year over the next decade.

Average Annual Salary: $145,000 base

Chief Technology Officer (CTO)

While CIOs focus inwards, CTOs focus on creating tech to sell to customers. They ensure that companies’ visions and strategies align with their technical capabilities. If you want a quality tech product, hire a quality CTO.


  • Help to manage web developers, software engineers, and/or information security analysts, among others. 
  • Plan and implement technological product development. 
  • Ensure a company’s technological strategy serves its business goals. 
  • Develop and approve of tech product budgets.

Job Outlook: CTOs are considered top executives by the Bureau of Labor Statistics. Outlook for top executives in the tech industry is for 6% annual growth over the next decade.

Average Annual Salary: $164,000 base

Chief Information Security Officer (CISO)

With the rise of threats to data security, chief information security officers (CISOs) have become a must-have for every fortune 500 company. CISOs work to ensure there are systems in place to protect data and communications within a business.

CISOs are some of the fastest-growing executive positions because of the rising threat to data security from ransomware, Automated Intelligence(AI), and the Internet of Things(IoT). It is expected that the IoT security market alone is expected to be worth some $40 billion by 2025. CISO’s are set to be extremely in-demand positions going forward.


  • Establish company-wide security protocols to ensure data security.
  • Develop emergency response plans for worse case data breach scenarios.
  • Handle company-wide system updates and software additions. 
  • Ensure budgetary requirements for data security are met.

Job Outlook: Due to the growing demand for security specialists, executive CISOs have far better job prospects than their tech executive peers. In fact, it’s estimated that the profession will see some 11% annual growth over the coming decade.

Average Annual Salary: $185,000


In conclusion, no matter how rapid the advancements in the IT sector, information technology roles all fall within a few categories. So as long as you stay up to date with IT industry trends, you’ll have no problem hiring a software engineer for a 5G company or just develop a common website. 

Don’t let employers confuse you with funky IT job titles. The reality is IT job titles are pretty straightforward. 

it recruiting

How to Recruit in the IT Industry

posted by Markitors Markitors |

It’s no secret that the tech industry has been booming for years. From Google to small businesses, companies of all sizes have been embracing new technologies and innovation—and that’s led to a wealth of new opportunities in the field.

In fact, according to the Bureau of Economic Analysis, employment in IT and IT-related industries grew at nearly twice the rate of total employment from 2006 to 2016. 

From the increasing adoption of data analytics to the rise of the Internet of Things (IoT) and 5G, the information technology industry has had its share of catalysts supporting its growth of late. 

As the Brookings Institution puts it in their report on “Trends in the IT Sector”: 

“[..] The proliferation of digital technologies will continue to bring unprecedented structural changes to the US economy, cementing the IT industry’s position as a leading source of growth and employment.”

While this rapid growth in IT has been prosperous for the economy and STEM workers, it’s also created a growing need for highly-qualified employees in the US. However, with more demand than there is a supply of qualified STEM professionals, IT candidates aren’t readily available. However, with the country’s lagging STEM education, IT candidates aren’t readily available. 

Forbes called the shortage of STEM talent in the US, “America’s High-Tech Stem Crisis.” Fewer candidates fighting for more spots means stiff competition for employers. This shortage is one of the many reasons why IT industry staffing has become so vital. 

Curious about how to recruit in the IT industry? Follow along to find out more.

What is IT industry staffing

What is IT Industry Staffing?

IT industry staffing, or IT recruitment, is the act of securing talent for information technology firms.

Often, IT recruiters may have an area of expertise or may recruit for specific roles, like cybersecurity experts or IoT professionals. This specialization allows recruiters to excel exponentially and help you find the best candidate. 

The IT staffing recruiters act as the liaison between the candidate and the employer. IT recruiters leverage their industry knowledge to vet and interview each candidate, digging deep into qualifications, culture fit, and more to place the perfect candidate in each position.

Simply put, IT staffing is: evaluating business needs, connecting with the right candidates, and delivering talent—all in a timely fashion.

IT Industry Quick Facts

Let’s start with some quick facts about the IT industry because if you want to know how to recruit in IT, you need to know the industry inside and out.

  • The global information technology industry is set to reach a market value of $5.2 trillion by 2020, according to the research firm IDC.
  • The United States is the largest tech market on the planet, representing 32% of the total global market value of the industry.
  • CompTIA projects the global information technology industry will grow at a rate of 3.7% in 2020. The topside forecast for growth is 5.4% and the downside floor of 1.9%.
  • IT workers feel optimistic about their roles on average. In the US, 86% of IT professionals rate their outlook as very good or fairly good.
  • The average annual salary of IT professionals in the US is $85,310 and 138,972 for IT executives.
  • According to the 2019 Global Recruitment Insights and Data (GRID), the top IT staffing trend challenge cited by recruiters was talent shortages (73%).

IT Sectors and Jobs

The IT sector is not what it used to be. These days there are hundreds, if not thousands, of IT job titles and countless amazing opportunities for candidates. 

For the non-techie recruiter, all of these IT sectors and job titles can get a bit confusing. So, here’s a brief list of common sectors and jobs in the IT industry to help clear things up:

Cloud Computing

  • Cloud Computing Engineer
  • Cloud Systems Administrator
  • Cloud Architect

Computer Network

  • Network Administrator
  • IT Support Staff
  • Network Engineer

Data Storage and Analytics

  • Enterprise Data Architect
  • IT Systems Administrator
  • IT Data Governance Consultant

IT Customer Support

  • IT Customer Support Associate
  • IT Customer Service Representative
  • IT Support Technician

IT Security

  • Cyber Security Analyst
  • IT Security Consultant
  • Cyber Security Management Officer

Software Programming

  • C++ Programmer
  • Software Developer
  • Software Quality Assurance Engineer
  • Web Developer

This list is by no means an exhaustive list of IT sectors and jobs. There are numerous ‘hybrid titles’ that combine an array of skills from different disciplines and industries to fit a specific talent need.

Not to mention, employees can cross boundaries into industries that use information technology. For example, IoT System Engineer jobs have exploded in popularity over previous years. Now even Johnson & Johnson, a multinational pharmaceutical, medical device, and consumer packaged goods company, is hiring IoT Systems positions regularly.  

An in-depth understanding of IT sectors and the array of jobs within them is a prerequisite for any IT recruiter. After that, it’s all about developing an innovative, collaborative approach to each candidate search to find the best professional.   

IT recruiting options

IT Recruiting Options

The value of human capital is immeasurable. That’s why, all around the world, so much effort is placed on recruiting top talent. In the US alone, the recruiting market size topped $153 billion in 2019. So if recruiting is so crucial to success in business, what are the options for companies who need IT recruiting?

Passive vs. Active Recruiting

There are two basic types of recruiting that both candidates and recruiters utilize.

Passive recruiting is a style of recruiting where companies broadcast open positions—on job boards, their website, or otherwise—to attract new talent. As the name suggests, few resources are put into passive recruiting as the employer waits for potential candidates to seek out their position. This tactic can work for some businesses, especially for smaller companies with limited hiring needs. Still, the reality is most companies need help recruiting—at least if they want the most qualified candidate for the job.

That’s when active recruiting comes into play. Active recruiting uses contingency firms, networking, database work, direct mail campaigns, and more to reach out to the best candidates. If human capital really is a crucial component of an organization, it’s understandable why so many employers choose active recruiting. 

IT Recruiting Firms vs. In-House Recruiters

Once a business has begun active recruiting, there’s another choice to make. Do you hire an in-house recruiting team, or work with an IT recruiting firm?

Both opportunities are lucrative; however, depending on your unique needs, one option may be more advantageous over the other.

In-house recruiters have a finite understanding of the company’s culture, values, and mission, as well as knowledge of what qualities the candidate should have. This inside perspective is incomparable and of value to companies that seek greater control over the hiring process. 

Nonetheless, in-house recruiting does have its downfalls. Companies that do not have the resources to allocate a dedicated, in-house IT recruiter may need outside help. Additionally, recruiters need a degree of technical knowledge to recruit for this position successfully. Again, if this is not available in-house, an IT recruiting firm may be a better option. 

IT recruiting firms are especially advantageous if in-house recruiting resources fall short. IT recruiting firms have an extended network of potential candidates developed over many years. That’s an irreplaceable asset that can reduce time to hire significantly. Additionally, recruiting firms have market knowledge that takes time for in-house recruiters to acquire. 

Just as in-house recruiting, IT recruiting firms do have their disadvantages. Depending on the recruiting firm, you may not have hands-on access to the recruiting process. In addition, you run the risk of hiring a potentially less-than-optimal candidate.

All in all, the choice is wholly based on the company’s requirements and resources. And the decision should not be taken lightly. 

Recruiting Skills For IT Staffing

Recruiting is no easy task. These days recruiters face an ever-changing business landscape. Accordingly, recruiters must continuously develop both soft and hard skills to successfully recruit for IT staffing. 

Hard skills are in-depth industry knowledge, language abilities, software capabilities, and other technical skills. They’re the bread and butter for recruiters and IT professionals alike. Still, soft skills like communication and leadership can’t be forgotten—IT recruiters need to have it all. 

The following are just a few IT recruiting skills that IT staffers should master:

IT Skills

IT skills are not just a necessity for IT roles only. To successfully recruit for IT positions, recruiters should have a basic understanding of IT skills. 

The recruiter doesn’t need an advanced degree to find the best candidate. However, a thorough comprehension of coding languages, information technology principles, and the position’s duties can go a long way in a one-on-one interview.

To elaborate, an IT recruiter should be able to intelligently discuss emerging technology and describe different processes as well as answer technical candidate questions.

Ultimately, this skill will allow recruiters to make educated decisions about the candidate’s qualifications and aptitude for the role. 

Analytical Skills

Recruiters need to do deep dives into candidates’ history and technical abilities—especially when it comes to IT recruiting.  

The best recruiters are willing to do more than just a little digging into candidates’ backgrounds. Verifying job and education histories, performing background checks, drug screenings, and more should all be just a start.  

IT recruiters should also either perform or set up technical interviews with IT Coding Tests. These tests usually include sections on debugging, algorithms, and work style assessments. On top of that, an in-depth secondary interview that tests soft skills, organizational fit, and more will help lead recruiters to the right candidate.

Multitasking Skills

There are several moving parts in the hiring process, including screening applicants, conducting interviews, running background checks, and more. All of these moving parts are happening simultaneously and with multiple candidates.

Accordingly, a great IT recruiter should have the appropriate multitasking skills to manage multiple candidates, and the stamina to maintain professional relationships with potential employees.

IT recruiting interview questions

IT Recruiting Interview Questions

The tech industry is bustling with evolving technology and increasingly varied specializations. For this reason, commonplace interview questions aren’t going to cut it.

IT-specific interview questions will depend heavily on the position. When hiring a software engineer, for example, most of the interview will actually be technical exams. These usually include debugging problems using C++, C, and Java, as well as algorithm problems and work simulations.

Nonetheless, there are a few information technology interview questions that are universal and will give you a better idea of the candidate’s aptitude. Below are some IT recruiting questions that should be considered for almost any interview in the industry.  

What are a couple of online resources you might use before turning to a colleague for help?

Problem-solving is one of the most important skills any IT candidate can bring to the table. That’s why it’s a great idea to ask a question that forces interviewees to go through some steps they would take in solving a problem—on their own. 

Some possible answers here might include a reference to popular sites like StackExchange, GitHub, or LeetCode. Most IT professionals should be at least aware of these. 

What are some current trends in the IT industry? How are things changing?

The goal of this question is twofold. One, you’re trying to see if they prepared for the interview by doing research beforehand. And two, this is a chance for a candidate to illustrate their genuine interest in their industry. Or, at least, their understanding that staying up-to-date is a necessity with tech changing as rapidly as it is. 

What are the programming languages, operating systems, or software you like the most? Is there anything you really don’t like working on?

This is a great question to get an idea of the breadth of a candidate’s IT knowledge. It can also help you figure out what a candidate wants in a programming position.

For example, if you need a candidate to work on C++ and they mention their favorite language is the much loved C++ alternative Rust, you know you have some more digging to do to see if this is the right opportunity for them.

What was your worst project setback or failure, and how did you overcome it?

This is a classic interview question that, once again, goes back to problem-solving. IT recruiters have to be certain that IT candidates can think on their feet and solve complex problems. It’s important a candidate answers honestly and has an answer for how they learned from their setbacks.

Describe a time when you and a colleague or manager didn’t see eye-to-eye. How did you resolve the conflict?

Getting a glimpse into a candidate’s conflict resolution skills is a great idea before making a hire. Ideally, the candidate will have the chance to show their ability to learn from constructive criticism or from an unexpected conflict in the office. 


With the IT Industry booming, learning how to hire for technology companies can be invaluable for recruiters’ career development. IT may be filled with frustrating jargon and confusing job titles, but it’s also where both recruiters and employees get paid the big bucks.

The fact is IT recruiters are among the highest-paid professionals in the recruiting industry. Hopefully, this quick guide on how to recruit for IT is just what you need to become one of those highly paid professionals and start a new rewarding career finding top tech talent. 

resume on desk

Three Resume Tips from Our Expert Recruiters

posted by Megan Hari |

Here at Swoon, our recruiters see hundreds of resumes a day and are aware of what makes a resume stand out to hiring managers. While each company and position are unique, these three resume tips are relevant for any role in any industry.

The Simple Things Matter

It is important to have a clean, crisply designed resume that is easy to skim through. You can make your resume easy to read by choosing a simple, standard font. You may stand out if you choose a unique font, but not in a good way. If someone cannot easily find the keywords they are looking for, your resume will be dismissed.

You also want to remain consistent in your layout. If you are putting a range of dates on your resume and you spell out the months on one position, do not change this and use abbreviated months in a different position. The same thing goes with bolding and italicising If you bold one job title, bold them all.

Grammar and spelling errors can ruin your chances of getting hired from the start. In most cases, your resume is your only chance at a first impression. Make sure you have triple-checked your resume for mistakes. There are online services such as Grammarly that help explain why certain things are incorrect on your document and what you should do to fix them. Also, it never hurts to have another set of human eyes review your page for anything you overlooked.

PRO TIP: It is a myth that resumes must be only one page in length. If you have a large amount of experience to share, it is okay to continue onto more pages, but remember, nobody wants to read a nine-page resume either.


It may seem obvious if you are a designer that you know how to use the Adobe Creative Suite. However, no skill should be left out of a resume, especially if it is a program or certification. Many times, hiring managers will do a search function on resumes, typing in keywords to be sure the resume has them listed. Even if you are a great candidate, you may be overlooked if you are not focused on including these common industry keywords. If you are experienced in Adobe, add the specifics. Do you know Adobe Photoshop, or are you only familiar with Adobe Illustrator? The more specific you can be in these cases, the better.

Tailoring your resume to each individual job description is another great tip. Look for keywords in the job description that you have experience with. Then, be sure to format your resume to include these words. A great perk when working with our team at Swoon, is that we do the tailoring for you. We will make sure that your resume is customized for each role we submit you to. As a bonus, you will get a leg-up on the competition, because we know what the individual hiring managers are looking for in each candidate’s profile.

Quantify Your Successes

Although it will take some extra work, quantifying your efforts is a key tip to getting your resume noticed. Instead of including a bullet point that says:

  • Created and implemented a social media plan that grew the company following on all platforms


  • Created and implemented a social media plan that grew the company’s Instagram following by 500 followers, Facebook likes by 40% and Twitter followers by 95

Including these numbers shows that you can quantify your work and gives a more accurate story of your success. Be mindful not to include numbers that are insignificant, or do not add value to a statement. You want to highlight your biggest successes in each of your roles, and then mention the day to day functions that can be transferred to the work you would do in the new role you are applying for.

If you are ready to start looking for a job, or simply want to update your current resume, these tips are sure to get you headed in the right direction. As always, we are here to help, so reach out with any questions or apply for one of our open roles today!

Written by: Jessica Henry

Girl crying over social media on laptop

How Your Social Media Accounts May Be Holding You Back From Getting the Job

posted by Megan Hari |

Are you one of those people that had a spectacular spring break trip to Miami and provided full-coverage of your late, wild nights on ‘the gram’ or Facebook? Although this is a common occurrence and your friends probably enjoyed learning about what you did, we want to advise you that it is not the best idea to have these memories last forever on your social media profiles! Social media has become a part of our lives now more than ever, and it is imperative that we are representing ourselves online in a positive light. We understand that there is not always a direct correlation between how we appear on social media and how we behave in real life when faced with important tasks like scoring a great job. However, because social media is an outlet of expression, Swooners thought it would be a good idea to communicate why it is so important to keep a professional social media appearance while on the job hunt. According to Society for Human Resource Management (SHRM), potential employers do screen our pages, much more than we think.

Records have shown that only 48 percent of candidates believe their social media presence is important to potential employers. While many employers casually review candidate social media profiles, a Judson Group survey shows that 18 percent of companies are formalizing the process and another 17 percent say they’re considering doing so before the end of the year. Therefore, your online image could either significantly help you get ahead or tremendously hinder your pursuits in scoring the opportunity you deserve.

magnifying glass on computer screen

What are they looking for exactly?

The question many millennials pose is, “What are they looking for exactly?” According to Fast Company, 39 percent of hiring managers and employers say they are in pursuit of questionable content or behaviors. They are also looking to see if the candidate’s resume is consistent with the information/data posted on social media. Almost like a cross-check, employers are looking for any reason to take a second look at a candidate’s eligibility. On pages like Instagram and Facebook where there is a tagging feature, you should un-tag yourself from any content that may not be pleasant or workplace-friendly. If you wouldn’t want your parents or grandparents to see it, you probably shouldn’t have potential employers seeing it either!

On the flip-side, if you have beneficial material on your pages, it is important to highlight it, as it could help your application/candidacy. This content helps potential employers see your passions and further consider why you are most suitable for the opportunity. Accentuating any volunteer work, hobbies, sports or other passions shows who you are as a person rather than just as an employee.

Next Steps

Here at Swoon, we advise you to take the time to look through all your social media accounts and be sure all parts of your appearance are in tip-top shape. This will ensure a higher chance of scoring the opportunity of your dreams! Be sure to engage with our social media accounts and reach out to our recruiters to help you find the perfect career opportunity for you!


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Better Hiring Practices: Should You Hire Skills or Personalities?

posted by Megan Hari |

Every time you have an open position in your company, the struggle begins. You want to hire someone who is a great fit with your existing staff, who will understand your company culture, and who will stay with the company and fulfill their role for a long time. When you’re hiring, there are plenty of factors that go into every interview. Deciding which factors are the most important can help you make better decisions every time you select a new employee.

Training Matters

When you have an open position, you want a candidate who has all the skills necessary to fill it. That doesn’t mean, however, that you have to hire someone who already understands the exact techniques, software, or processes used by your company. In many cases, you expect to provide some degree of training before your new employee is ready to fully tackle the job that they’ve been hired to do. If a potential employee has the basic skills necessary to learn the more in-depth skills for the job, you can train them in the specific tools and processes they need to take the position.

Personality Can’t Be Taught

You can teach employees new skills. Unfortunately, it doesn’t work the same way with personality. A good personality fit can make all the difference in many office settings. When you have a team that meshes well together, you’ll have a happier, more productive office environment. In many cases, a great combination of personalities throughout your office will be the difference between employees who are eager to report to work and give their all and a negative office environment. When hiring new employees, therefore, it’s critical to choose personalities that will fit with your existing staff to ensure a better environment for all involved.

Remember, employees can be taught new skills, so don’t write them off if their resume doesn’t read exactly like the job description requirements. Their personality, however, is something you’ll have to get a sense for in interviews and other exchanges. If they don’t feel like a good fit, regardless of their skills, they might not be the candidate for you.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?

How Startups Can Attract Top Talent

posted by Megan Hari |

It’s not easy to pull talent away from big established companies. It’s easy to lose the battles of money and health benefits, but you can lose those battles and still win the war. Here’s how: Appeal to a sense of excitement, adventure, their desire to be a part of something great and the possibility of big-time bucks in the future. Saying you were employee #12 of a successful company is really cool. Be honest, but frame the potentials and play to the positive aspects of being a startup.


Wearing multiple hats is something that excites people. Having direct contact with the client is another opportunity many people desire. Talented people aren’t trying to avoid work; they’re trying to funnel their talents into something that isn’t boring. They want to be challenged and feel the excitement of future opportunities. Tap into those instincts.

Be Transparent

In every way possible, be open and honest. Map out your plan to the prospective employee. Show them how you will need them to succeed, and be honest about the challenges. Startups are small with office cultures that can grow cliquey if knowledge isn’t shared broadly. Avoid this by being as open with everything as you can. Think about running your operation with an open book, so nothing is opaque.

Brand Ambassadors

Everyone at your startup should know that they need to evangelize its awesomeness. Obviously you can’t force people to do this, but you can sit everyone down and explain that it’s going to be a challenge to recruit new talent and that you need their help. Employees at startups should get that it’s an all-hands-on-deck operation for everything, including acquiring talent. It doesn’t hurt to remind them though.

Talented people are willing to take risks with their careers, and there is nothing more risky than never taking a risk. The best thing you can do to attract these people to your startup is to work from the sense of excitement and intelligent risk-taking framed with a commitment to transparency. This is what people are looking for.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?

Stats that Steer a Hiring Strategy

posted by Megan Hari |

LinkedIn recently pulled together data from its surveys to paint a picture that may or may not surprise you around the current hiring landscape. I’m sure you’ll find something that’s surprising and makes you rethink things. There’s a lot of talent out there just ready for you tap into.

70% of the US workforce is not actively seeking a new job (passive candidates)

87% of the US workforce (active and passive candidates) say they are open to new opportunities

#1 Reason why people change jobs: “Opportunity”

How they look for jobs:
1. Job Boards
2. Professional networks
3. Word of mouth

What makes them say yes to a new job:
1. Compensation
2. Professional development
3. Work-Life balance

How they hear about a job: Referral

Companies can expand their talent pool 10x through their employees’ networks

Employee referrals are a top source of quality hires

Top Talent Branding Tools:
1. Company website
2. Professional networks
3. Social Media

94% of candidates would like feedback on their interviews

89% of candidates say being contacted by their recruiter can make them accept an offer

We feel the most important takeaway from all of this is probably the size of the passive pool of talent: workers who are not actively seeking jobs, but are very open to seeing what’s out there and how they can grow. The quality hires are out there and while many come through employee referral, there are many more out there that a good recruiter can give you access to. If your rockstar employees are getting overworked, maybe it’s time to come up with a plan.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?

Hiring Better in Five Steps

posted by Megan Hari |

Good hiring practices aren’t all that difficult but they do require a lot of follow-through. Using your instincts or “gut” to make the final call is an approach that works well for a lot of organizations, even if it’s harder for, say a staffing agency (ahem) to deal with an approach that has less rigor. Whether you’re hiring your first or 500th person, here are five things to focus on to make the winning choice.

1. Define the Role.

The first step of the scientific method, if you can think back to 7th grade, is to define the problem. Same sort of logic here, you want to keep the focus on the results you want to see from hiring someone and not get lost in the myriad nuances that engulf you once the hiring process starts.

2. Skype or Telephone Interview.

This will let you know if it’s worth the time and effort for a face-to-face interview with the person. It’s an easy way to separate the metaphorical wheat from the metaphorical yeah yeah you get it.

3. Check References.

Don’t skip this step. You can gain enormous insight especially from previous managers. Their enthusiasm, or lack thereof, speaks volumes.

4. Consider Training.

Even if you hire from the gut and have the utmost faith in your instincts, there’s probably training available that can make you even better. If you’ve had no training in interviewing and hiring then there’s a great chance that you’ll learn something that will pay off in a big way.

5. OnBoard Like a Champ.

How does this detail get looked over at so many companies, big and small? One CEO told us he didn’t mind a new-hire going through an awkward phase, he saw it as a rite of passage. This is not a good rite of passage. If you want to see a return on your investment for hiring, this is not a good strategy.

While it’s fun telling someone they’re hired (most of the time). The hiring process isn’t easy and it usually takes time. Sometimes you get lucky, but most of the time it’s tenacity that gets rewarded. Hiring right the first time sets your team up for success, and that’s the overarching goal. Follow these five steps and get there more quickly.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?