Are you interested in pursuing a career in Cloud Recruitment? If so, this free guide is for you. Cloud Technology is one of the fastest-growing industries, and companies are looking for skilled professionals to help them find the right talent. In this guide, we'll share 10 essential tips for succeeding as a Cloud Recruitment Consultant.
With the skills shortage there is an opportunity to utilise contract talent to avoid projects not being delivered. Particularly across the IT Solutions & Services space, a preference for more flexible employment and a wider exposure to new projects is shining through.
With the gig economy showing no signs of slowing and remote working giving rise to a more flexible way of working — it’s time to evaluate the benefits of hiring short-term contractors to help your business maintain continuity.
Contract workers aren’t intended to replace full-time workers — they’re intended to help your business solve problems that require the time or skills that your permanent staff don’t currently possess. In the face of skills shortages and times of uncertainty, contract professionals are also helping save some companies from collapse when productivity needs to continue, but hiring new staff isn’t an option.
But how can hiring contract workers help your specific business type maintain continuity? And how exactly do you go about finding the right ones to hire?
We’ve compiled a quick and easy guide to help you get started — then all you’ll need to worry about is why you didn’t consider it sooner!
We’re speaking with you on a daily basis and what our survey tells us, is backing up what we hear on the ground.
The channel and industry, in general, is progressing, is changing its outlook, and the balance of what’s previously been important with people's careers has changed.
If you are not focusing on your people and culture strategy, you are going to continue to struggle in the ongoing war for talent in our sector.
If you work in the Cloud & IT Infrastructure space, you’re probably well acquainted with the idea of recruiters.
Like in any field, the quality of care from recruitment consultants varies massively.
Here at InfraView, we pride ourselves on our customer service, attention to detail, passion for our niche and investing in your personal career journey.
Of course, you may say to yourself “well that’s all talk. Prove it.”
Given the nature of our role in the hiring process, it can seem from the outside that all recruiters are the same and fit the stereotype a lot of people outside of the industry have of our work.
That’s why we try to bring as much value to your journey as possible, and to enhance your skills in securing top Cloud & IT Infrastructure positions in IT Solutions & Services Providers up and down the UK.
To this end, you will be ready to maximise your chances of making the next job one you truly love.
We work only with Cloud & IT Infrastructure professionals in the IT Solutions & Services Provider space, and we know more than a thing or two about our niche.
But enough chit chat, it’s about time we dug into some candidate insights.
We're going to be discussing three main areas:
“Why can’t I find and secure top Cloud & IT Infrastructure contract opportunities?”
If you’re asking yourself that question, you’re not alone.
Cloud & IT Infrastructure contractors up and down the country are searching for their next great contract role, but either can’t find the right opportunities or fail at the application and interview stages.
Firstly, you may be lacking the correct technologies for roles available.
But if this isn’t the case, then your personal profile may be working against you.
The way you present yourself before, during and after interviews is crucial in growing and improving your Cloud & IT Infrastructure contract career.
Top IT Solutions & Services Providers want the best contractors on the market, so you need to SHOW that you are the right person for the job.
Using your personal profile as a tool to secure great positions is one way of doing this.
But what can you do to enhance your contractor personal profile? And how should you go about it?
In this guide we’re going to go through the ins and outs of your contractor personal profile, and what you can do to take it to the next level.
We’re going to cover three key areas:
If there’s one thing 2020 taught us, it was how to set up a Zoom call.
As the COVID-19 pandemic sent shock-waves around the world and threw the global population into lockdown, businesses had to quickly evolve to the changing working conditions.
In recruitment terms, this meant shifting the entirety of the hiring process online.
Step forward video interviews.
Of course we’re already well versed with video interviewing in the IT Solutions & Services Provider sector. However there has not only been a change in the amount of video technologies being used in the hiring process, but also how they are being used.
As we become more adept at using these technologies to facilitate communication across teams, businesses and beyond, we also find new ways to effectively use video interviewing to the benefit of our businesses.
If you’re looking to build the best Cloud & IT Infrastructure teams in the industry, finding innovative ways to capture prospective talent in the recruitment process is crucial.
So how can IT Solutions & Services Providers invest further in video interviews, and how should these be conducted going forward?
But for now, let’s learn more about what you need to know about video interviews.
In this guide we’re going to be covering two main areas:
If you’re an IT Solutions & Services Provider, sourcing top talent should be near the top of your priorities.
In order to offer your customers the best possible service, you need teams of expert individuals who will represent your business effectively.
However, finding and ultimately hiring these people isn’t easy. There are plenty of obstacles between you and your next great hire.
To navigate these, you need to think about your recruitment strategy.
This isn’t as simple as deciding you’re going to hire X number of new employees and fire out some job adverts.
If you want to beat your competition to the industry’s best Cloud & IT Infrastructure talent, you need to think carefully about how you will approach the hiring process.
But what should a recruitment strategy include? And what’s wrong with your current strategy?
We know all about not only how IT solutions providers work, but also what candidates are looking for in today’s cloud jobs market.
But for now, let’s learn more about what you need to know about recruitment strategies.
In this guide we're going to be covering three main areas:
Mental health is as important as physical health.
If an employee needs help with a broken bone, it’s easy to accept that fact. If an employee needs help with a mental health issue, it’s harder to spot.
It’s easy to empathise with physical pain, but changes in outlook on the world through mental health problems can be harder to connect to.
This may be one of the many reasons why mental health is still a taboo subject for many.
The good news is that things are changing.
Conversations around mental health are becoming increasingly common, people are more open to talking about their experiences and seeking help when they need it.
However, there is still a long way to go and many things to do be done to increase well-being.
Businesses which implement effective methods for promoting well-being across their workforce benefit from increased employee satisfaction, productivity and customer happiness.
So what can IT Solutions & Services Providers do to promote a better work-life balance?
We're going to cover three main areas:
Delivering bad news is tough.
It’s hard to think that anyone would enjoy giving negative feedback to a hopeful candidate.
The feedback part of the process is equally as important as the interview itself.
Delivering feedback to prospective candidates isn’t just common courtesy.
There’s a whole range of benefits to be had from offering constructive and honest feedback.
For your recruitment process is effective, your feedback quality is a crucial aspect to think about.
Both the content and the communication of this feedback will either leave the candidate satisfied or dejected.
So what kind of feedback do IT Solutions Providers need to be thinking about? And how should that feedback be delivered?
But for now, let’s learn more about what you need to know about inbound recruiting.
In this guide we're going to be covering three main areas:
Technology is everywhere.
It’s what drives innovation and makes our lives more efficient.
Without technology, productivity would suffer greatly.
This is the same as technology within the recruitment process.
Over the past few years, recruitment technologies have really taken off, giving rise to previously unseen possibilities, increased productivity, and happier clients and candidates.
But these technologies aren’t just for recruitment consultancies.
By leveraging recruitment technologies in your business’ hiring process, you will open the door to a wider range of quality candidates, save time and money, and ultimately increase return-on-investment.
Great, so where do you start?
But for now, let’s learn more about what you need to know about feedback.
In this guide we're going to be covering three main areas:
The IT Solutions & Services Provider candidate and the jobs market is a dangerous place to be.
The war for talent rages on, as businesses find new methods to attract the best Cloud & IT Infrastructure professionals to enhance their teams.
Recruitment and hiring practices have changed a lot over recent years. So have the job searching behaviours of candidates.
In order to keep your brand front of mind, you need to do more than take out an ad in the local newspaper.
Nowadays the strength of your employer brand is arguably as vital as the salaries and benefits packages you offer to prospective employees.
To attract the best talent in today’s market, you need to sell to them the opportunity to work for your business in particular.
This is where “Inbound Recruiting” comes in. But what is inbound recruiting?
And can it really help IT Solutions Providers find the niche Cloud & IT Infrastructure talent they need?
But for now, let’s learn more about what you need to know about inbound recruiting.
In this guide we’re going to be covering two main areas:
The COVID-19 pandemic changed the way employers and employees think about work.
Where, when and how they work have been thrown into the air.
One positive for workers and businesses to take away from the pandemic’s effects is the proof of productivity outside of the traditional office environment.
Employees have proven that they are able to meet deadlines, communicate effectively and manage their workload remotely.
This has lead to many discussions around the continuation of such measures post-pandemic.
The IT Solutions & Services Provider space is already well acquainted with staff working remotely.
However, we’re also seeing more and more businesses looking at ways to extend the opportunities for flexible working in their organisations to better suit the changing demands of today’s workforce.
It’s vital then that businesses are prepared fully for this. But where should you start?
You need to think about your process and workflow.
What does this need to include? What themes need to be addressed?
But for now, let’s learn more about what you need to know about working from home.
In this guide, we’ll be covering 3 key areas:
You’re an IT Solutions & Services Provider whose growth means new starters are a must.
Fantastic news.
Your recruitment process is robust and has brought you some great Cloud & IT Infrastructure talent.
They’ve accepted the offer too!
What now?
Unfortunately, the onboarding process is overlooked by some businesses, but it is in fact a crucial time in the new starter’s journey.
Their first impressions of working for your business will shape their effectiveness at work and the length of their employment with you.
To retain the best talent for longer, you need to ensure your onboarding process is up to scratch.
But where should you start? What do you need to do?
In this guide, we'll be covering 3 key areas:
Candidates are coming through the door.
They’ve seen your job adverts and other marketing collateral, and are interested in the role.
Fantastic, what now?
Well, you’ll start by sending them the job description.
This will give them all the details they need about the role.
But you soon find some of the best talent is dropping out of the recruitment process.
It might be your job descriptions.
Ensuring your job descriptions are as good as they can be will enable you to retain more talent, free up more of your time and increase your recruitment ROI.
We know all about not only how IT solutions providers work, but also what candidates are looking for in today’s cloud jobs market.
But for now, let’s learn more about what you need to know about job descriptions.
In this guide we're going to be covering two main areas:
You want to find the best Cloud & IT Infrastructure talent on the market. These individuals will add real value to your IT solutions or managed services provider business.
They need to have niche cloud skills, a great personality fit and passionate about their niche. So you put out a job advert, and wait for the applications to come in.
But the candidates you’re receiving aren’t relevant, missing key skills and not the quality you need to provide a great service to your customers.
So how can you find better talent, increase ROI in the recruitment process and build the best teams in the industry?
- By engaging with passive candidates.
Passive candidates offer an exceptional opportunity for IT solutions providers who are looking for the best Cloud & IT Infrastructure talent on the market.
But what are passive candidates? And how do you attract them?
Let’s learn more about what you need to know about passive candidates and contract recruitment.
In this guide we're going to be covering three main areas:
Your workload is piling up.
New projects have come in, and your teams are stretched.
To complete these on time and give your end-user clients the service they require, you need experienced hands on deck.
Contract recruitment gives you more agility in the marketplace, allowing you to meet the demands of your customers with greater flexibility.
However, it’s not as simple as putting out a job advert.
You want to make sure the contractors you work with are high quality and care about their work.
But how do you achieve this?
But for now, let’s learn more about what you need to know about contract recruitment.
In this guide we’re going to be covering three main areas:
When they decide to leave, a whole world of opportunities opens up to them.
They’re a great fit for your business. You’ve sold them the opportunity, and how you can help them to realise their career goals.
Then when they hand in their notice, you lose them to a counter offer from their existing employer.
This is a story we’ve heard time and time again in a candidate-driven market as competitive as the cloud & IT infrastructure space.
IT solutions providers want the best cloud talent to build their teams, but lose them in the recruitment process when they are offered more money and a different dream and their current organisation.
In this guide we’re going to be covering three main areas:
Workplace diversity and inclusion is something which most IT solutions providers are striving to improve and achieve.
Diversity across your cloud & IT infrastructure teams have numerous tangible benefits for your employee satisfaction, retention, company culture and ultimately your revenue and business growth.
But for now, let’s learn more about what you need to know about your diversity and inclusion practices.
In this guide we're going to talk about three main areas:
Improving your interviewing and screening process is key to hiring and retaining the best cloud & IT infrastructure professionals who fit the culture and values of your business.
In order to ensure you make the right hire, you need to ensure your interviewing and screening plans are up-to-date, relevant and ultimately work for your business.
If need candidates for a cloud job role, you need your interviewing process to be robust.
But for now, let’s learn more about what you need to know about interviewing and screening.
In this guide we’ll be covering three key areas:
As a business cloud & IT infrastructure professional, you spend your time supporting, designing, engineering and implementing projects for your clients.
In order to do this effectively, you need the best teams on the market.
Spending too much time in the cloud recruitment process can lead engagement with top candidates to stagnate, meaning you miss out on the best cloud & IT infrastructure talent on the market.
In this guide, we’ll be covering 3 key areas:
Job adverts are an important element in your outreach efforts to find top Cloud & IT Infrastructure talent.
Much like with all aspects of the recruitment process, these pieces of writing can be analysed and optimised to increase your potential return-on-investment.
Let’s learn more about what you need to know about writing job adverts.
In this guide, we’ll be covering 3 key areas:
When recruiting top Cloud talent, your company culture and values are crucial.
In this guide, we’ll be covering three key areas:
Here at InfraView we talk to top UK IT solution providers every single day, offering consultative advice on what a top Cloud Engineer, Programme Manager, Pre-Sales Architect or any other position in the project lifecycle might be looking for in today’s candidate-driven market.
In this guide we're going to be covering three key areas:
Pay them a salary, they do the work, business grows.
Unfortunately, however, sometimes when you build it they might not come. Or if they do, they might pack their bags and be out the door before you can say “Dress Down Friday”.
Let’s learn more about what you need to know about cloud salaries and benefits.
In this guide we're going to cover:
