PTS Australia’s Post

Wondering what ‘For IT, by IT’ really involves? Our article sheds light on the subject. Have a read via the link below! 🔍 #ITInsights #ForITByIT #ResourcingSolutions #ITRecruitment

Indeed, IT recruitment goes beyond keyword matching—it’s about understanding the language of technology. The “For IT, by IT” approach truly encapsulates this. It’s refreshing to see a deep dive into the essence of successful IT recruitment. Looking forward to more insightful articles! 🖥️🌟

Technical Debt? I have conversations with Tech Leaders every day and a growing theme among them is … “Budgets have been cut; we’re doing our best to keep the lights on. Something’s got to give though, we are piling up a ton Technical Debt.” Sound Familiar? As I keep hearing this, I can't help but wonder: How intense will the hiring frenzy and talent shortage be in a few months when companies can no longer afford to delay, and the situation becomes critical? How costly will it be to ramp up and play catch up when everyone is competing for the same talent? My suggestion? Let’s begin those hiring discussions NOW and here’s why … The market is going to improve and when it does, you need to be able to move quickly to support your hiring needs. Let’s discuss NOW, what your hiring needs MIGHT look like and forecast those potential needs now. Listen, hiring isn’t easy, but it doesn’t have to be hard! 👉 I’m going to source, recruit, and network with potential candidates anyway, I do it every day, but now I’ll be doing it with you in mind – It’s called “pipelining” - exclusively for you, and it works wonders! Why? ✅ We don’t start from scratch. We have an already engaged and partially vetted candidate pool which will dramatically reduce costs and time to hire. ✅ We don’t have to rush, which will result in better candidates. We take the long-term approach and focus on identifying the best possible candidates over time. ✅ We can engage passive candidates in a low-stakes, non-binding way. We can nurture those relationships over time, again resulting in better candidates and not rushing to submit only those candidates immediately available at the time. ✅ We can perform at-length culture-fit evaluations too, resulting in a better fit and long-term retention. Given the fast-paced and increasingly competitive hiring landscape today, your organization should consider developing a proactive, long-term approach to identifying and cultivating potential hires - long before you need to fill open positions - and I can help! Let’s work together NOW to identify your company’s long-term hiring needs and goals. The results will amaze you! My passion is helping organizations build extraordinary teams. Reach out today to see if a partnership with me makes sense. 👉 [email protected] / 952-500-3846 👈

🥪 The PB&J Test 🥪 - I’ll never forget one of my first solo client intake meetings back when I was just getting my feet wet in software engineering recruitment. I was determined to break into the tech side of recruitment, despite being the underdog in a hyper-competitive field. I’d done my research and took notes furiously as the client rattled off the requirements for the role. Then, mid-sentence, he threw in, “And they need to have PB&J.” I paused, then admitted, “I’m sorry—I’ve researched this role thoroughly, but I’m new to technical recruitment. Could you clarify what PB&J means?” The client gave a big grin and laughed, “PB&J is literally just a sandwich. I toss it in to see if recruiters are really listening. You’re the only one who’s ever asked for clarity.” That moment won his business. The takeaway? Whether we’re new recruiters or industry veterans, always approach intake with humility and ask questions. A thorough intake—especially the willingness to admit when something’s unclear—is how we build trust, gain insight, and make meaningful connections. Sometimes, the best tool we have is simply being open to learning. #RecruitingTales #HumilityInRecruiting #CuriosityCounts #BuildingTrust #EarlyCareerLessons

𝐂𝐮𝐭 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐓𝐢𝐦𝐞 𝐢𝐧 𝐇𝐚𝐥𝐟 𝐰𝐢𝐭𝐡 𝐄𝐚𝐬𝐲 𝐓𝐞𝐜𝐡 𝐇𝐢𝐫𝐞𝐬 The tech industry moves fast, and losing top candidates to slow hiring processes can cost your business valuable opportunities. Traditional methods like lengthy resume screenings and multiple interview rounds often create delays. At Easy Tech Hires, we use AI-driven technology to deliver 90% match accuracy, pairing you with the perfect talent based on skills, experience, and cultural fit. Companies working with us fill roles in an average of 15 business days, placing candidates 30% faster than industry standards. Our tailored hiring plans and streamlined onboarding help new hires hit the ground running, backed by a 98% client satisfaction rate. Active in 10+ Tampa Bay tech groups, we connect with top talent to keep your team ahead of the competition. Let’s simplify your hiring process and build the team your business needs. Contact Easy Tech Hires today!

Technical recruiters are the heartbeat of tech companies, infusing them with vibrant talent and innovation. 💡 Discover the ins and outs of technical recruiting, how to connect your organization to skilled talent, and tips for building an effective hiring process. 🚀 Check out our Guide to Technical Recruiting to skyrocket your success!

A great week here so far for Blake-Tech so lets keep it going! We want to hear your best and very worst questions you had in an interview. Good Question - "What milestones do you intend to achieve within your first 3 months of joining?" Bad Question - "What's your greatest weakness?" Comment below the best interview questions you've been asked and even better the worst questions you've been asked 😂 If you want to stay up-to-date with us, follow our Page.

A candidate once thought that our recruiter, Sami, was a software developer. This is actually the reason why we focus heavily on SaaS and Tech companies and not do recruitment for everyone. To be able to speak the same language with candidates and hiring managers which ends up in the best possible hiring decisions. But what does it really mean to be a good tech recruiter? There are, of course, the normal things around recruitment, like: ✅ Communication skills ✅ Ability to understand the customer's needs ✅ Creating a good candidate experience And much more. But when you put the word "tech" in front of the recruiter, for us, it means that you can understand the technical aspect of the business and can speak the same language as the candidates.

Stop hiring based on checklists 😂 I've seen companies reject highly qualified candidates because they didn't use the same tech stack. My advice: Hire for the intangibles (attitude, intelligence, etc.) You can teach the rest.

When it comes time to hire in your IT department, resumes can be daunting. Here are 6 ways a tech expert can help you find your next superstar candidate. https://hubs.la/Q02BJHzv0