Senior Level Candidates
With seven or more years of experience, most recruiters would classify you as a se- nior level candidate. Recruiters surveyed not only expect senior level candidates to be an expert in their certifications, but these candidates should also have extensive ex- perience in the software development life- cycle.
“They should have been a part of the de-
sign, analysis, development, and testing at this point,” says Moberg. “They should be able to talk to the business owners and the tech guys who speak in code.” Additionally, senior level candidates
should be comfortable with social media platforms more than any other career level. Fifty-five percent of Kforce recruiters said they actively look for information on expe- rience, past employment, and referrals on social media sites. At this level, recruiters use LinkedIn as a way to qualify which candidates are the best fit for a job, but Mo- berg says candidates can also use social media to their own advantage.
“For example, they can go on the Java webpage on LinkedIn, Facebook, or Twit- ter and get the latest news on different technologies and keep their skills up-to- date,” adds Moberg. While a senior level candidate may not have experience with a particular version of software, this can show a recruiter or employer that the can- didate is knowledgeable on the latest up- dates, even if they have been out of work for an extended period of time.
Moving Forward No matter what stage you are at in your technology career, 67 percent of Kforce re- cruiters agree that keeping in touch with your recruiter is essential. Whether you check in once a week or just drop a line to inform them that you completed your latest certification, staying in touch is the key to maintaining a good relationship with your recruiter.
Additionally, when your recruiter
reaches out to you with new job opportuni- ties that you could be a good fit for, inform
them of your availability. Know exact de- tails of your current contract end date and whether the contract has the potential to be extended so that you can plan for alterna- tives. If you are willing to start work right away, make sure you truly are available. Remember to take family vacations or paid time off into consideration before telling your recruiter your optimal start date. In the end, our technology recruiters agree that all clients want the same thing from potential candidates at every level -- someone who can walk in the door and have the skills necessary to perform the job on the first day. By updating your online resume, using keywords to describe your experience, and staying in touch with your recruiter you can easily become more in- formed about what opportunities you may qualify for. With the secrets behind what Kforce technology recruiters look for, we hope you will be able to stand out in the crowd and help your recruiter zero in on the right job for you. Source:
Articlesbase.com
Sustaining Supplier Diversity
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The Black EOE Journal
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