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The Rising Importance of IT Staffing Firms for Hiring Business Analysts

Many companies across industries are now on the lookout for top-tier business analysts. These IT professionals are increasingly valued by companies for their ability to compile and interpret data on market trends as a way to help companies make smarter decisions and turn a higher profit. However, if business analysts are to truly serve a company well, they'll need to be highly adept at navigating and leveraging computer software and data, as well as cogently communicating their observations in a manner that's both concise and informed. What's more, the recommendations a business analyst makes can significantly impact a company's revenue. It's therefore no wonder that companies have become more thorough when hiring these analysts; with so much at stake, only the most qualified will do.

To ensure that only top-tier candidates make it through the hiring process, companies are increasingly turning to staffing firms that specialize in recruiting IT talent. In fact, companies in the United States use staffing firms to fill IT positions more than any other position. Staffing firms have been of particular importance to companies hiring for IT positions like business intelligence analysts because the field is rapidly growing, which means that the best candidates have more employment opportunities than ever before.  The reality is that today's business analysts understand their skills are in high demand, and have therefore transformed hiring into a candidate-centered process, rather than a company-centered process. Staffing firms have been able to successfully help companies navigate this transition as an advocate for both companies and candidates, and better understand what these candidates are looking for.

Staffing firms also make the hiring process for companies more expedient and effective. Company HR departments need not waste valuable time conducting their own outreach or waiting for applicants to fill out a formal application via the company's internal posting. Instead, IT staffing firms dedicate the entirety of their time and resources to proactively engaging with top-tier candidates that they connect with via specialized networks and recruiting platforms. What's more, IT staffing firms also often understand the role of the business analyst better than companies do themselves. Companies know these analysts are invaluable to their continued success, but when it comes to pinpointing desirable candidate skills and attributes, many are at a loss. Conversely, IT staffing firms are able to stay abreast of the qualifications that make for top-tier business analysts.

In all, when it comes to hiring business analysts, companies are quickly learning that relying on IT staffing firms for scouting the best talent is a highly advantageous option.

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The Proven Value of Topgrading

Topgrading has long been considered one of the best ways to establish a workforce comprised of top applicants. Topgrading remains a valuable strategy in recruiting, and successful recruitment and staffing augmentation firms like DaVinciTek continue to use topgrading practices to match exceptional IT professionals with companies that are only willing to hire A-Players.

What does our topgrading process look like?

We rely on the 323 approach, which asks candidates to arrange for three references from individuals who were subordinate to a candidate in his or her previous position(s), two references from peers, and three references from a candidate's previous management team. If a candidate can get individuals to not only act as references, but provide positive remarks, there's a very high chance the applicant is the type of A-Player we're looking for. IT professionals that performed with mediocrity in previous positions or that lacked the interpersonal and leadership skills needed to build relationships with potential references simply don't meet topgrading criteria.

In addition to an emphasis on references, the topgrading process also emphasizes background checks, both informal and formal in nature. Recruiters will conduct informal background checks via social media sites like Facebook, Twitter, Bullhorn Reach and LinkedIn to get a better idea of a candidate beyond his or her resume. Simple Google searches are also used to generate information about applicants and their history. Formal background checks that verify a candidate's social security number, date of birth, address, and criminal history are also always required before a candidate can be eligible for hire.

The topgrading hiring system also identifies key applicant competencies, including critical thinking skills, leadership, resourcefulness, intelligence, and passion, to name a few. These competencies are measured over the course of a series of engagements, including initial emails or outreach on social media, a phone or Skype interview, and an interview in-person. These interviews will allow applicants to provide on-the-spot answers to questions that demand quick analysis, judgment, and honesty. A-Player applicants will be able to respond to questions, such as why they left their previous place of employment or how they would rate their skills, with relative ease, while others will likely struggle. These conversations are great opportunities to ask insightful, yet candid questions and measure an applicant's poise.

The information candidates provide about themselves on sites like LinkedIn and Bullhorn Reach can also be telling of their qualifications. Top candidates understand how to not just list their previous experiences and qualifications, but how to set themselves apart from the competition. Just by looking at a candidate's LinkedIn profile, is it easy to identify what specifically differentiates them from other applicants? If not, they may not be the A-Player candidate we're seeking.

Learn more about our topgrading recruitment process by visiting DaVinciTek online.

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What Makes for a Strong Candidate Vetting Process?

Identifying top-tier talent is an IT recruiting and staff augmentation firm's most important, yet challenging, objective. Accessing a pool of applicants is somewhat easy, but determining with certainty if qualifications and skill sets make them a suitable candidate for a specific job? Therein lays the challenge. Despite the difficult task of recruiting top IT talent, DaVinciTek has developed a candidate vetting process that has proven to yield highly satisfactory matches between companies and IT professionals for years.

Key Steps in Our Process

·         One of the most important parts of the vetting process involves speaking to hiring managers. Without a thorough understanding of the position that needs to be filled, and the type of employee a company seeks to fill it, staffing firms will be challenged to meet expectations. Aside from becoming familiar with the job description provided from a company, recruiters should speak directly to hiring managers on the phone to acquire additional insight. Ask about compensation, the specific hiring process the company will carry out, and the employee's benefit plans. It may also be helpful to ask hiring managers to describe characteristics of someone that successfully held the position with their company in the past.

·         Social media has become a powerful tool for staffing firms to reach out to prospective applicants. The wider a recruiter's reach, the more likely they'll come across that perfect candidate. Develop a presence on social media platforms like Bullhorn Reach and LinkedIn, and foster relationships with candidates that may be qualified. However, while we recognize the value of leveraging social media, effective recruiting is the combination of old and new tactics that rely on both face-to-face interaction and social engagement.

·         Make the application process easy. Truly qualified job-seekers, or "A-Players," will investigate numerous job postings, which is why in order to attract as many exceptional candidates as possible, application shouldn't be a tedious or confusing endeavor. Recruiters can feature a prominently displayed "Quickly Apply" button with a job posting that will immediately direct a candidate to the application. This expedites the process and encourages potential candidates to take action and apply.

·         Once potentially-qualified candidates have been identified, the next step in the vetting process involves more direct engagement. As with working with hiring managers, phone conversations are a great way to learn more about a candidate's personality and qualifications. While speaking on the phone is ideal at this stage, emails and LinkedIn engagement can provide desired information about a candidate, too. During these conversations, ensure the following:

o   Talk of money involved in the recruitment process is avoided.

o   Candidates are asked to respond "on-the-spot" to questions about their passion and the level of their soft skills.

o   If possible, a Skype call is arranged on the spot. This measures how well a candidate can adapt.

o   Ask about other opportunities an applicant has on the table, and press for information about how far along in the application process they are with these opportunities.

o   Assess their abilities to think critically, maintain a commanding presence, and demonstrate leadership qualities.

·         After an initial conversation with an applicant, conduct an informal background check using any resources available, such as LinkedIn profiles, Facebook, Google searches, and if possible, college transcripts.  

·         If an applicant is still in the running for a position, it's time to meet with them in person. When arranging a time and location for a meeting, recruiters should be as flexible and accommodating as possible, even if it means meeting with an applicant before work at a coffee shop or driving up to a neighboring town after work. This is also an important time for a recruiter to underscore the value of working with a recruitment firm. An applicant may have a variety of offers from others, so re-emphasizing the advantages recruitment and staffing augmentation firms can offer IT professionals may be necessary.

These are just some of the many ways we're able to consistently identify top-tier IT talent. For more information about our candidate vetting process, visit DaVinciTek online.