The Power of Engaging a Technology Recruitment Provider: Benefits of Using Recruit I.T. as Your Recruitment Partner When Looking for Contractors

Jul 24, 2023

Are you currently on the quest for tech contractors to fill a skill gap within your organisation but can’t seem to find the perfect candidate for the role? Maybe it’s time to ask for an expert’s help!


It’s not a secret that finding a contractor that possesses the right skills and expertise is a challenge that a lot of organisations in Aotearoa share in common. With the demand for top talent soaring now more than ever, ensuring that you find the perfect candidate could be a daunting and time-consuming task which a recruitment provider can easily and efficiently do for you!


Partnering with a trusted recruitment agency like Recruit I.T. can alleviate the burdensome nature of hiring, all the while being flexible, and time and cost-efficient.


In this blog, we’ll delve into the barriers that come to mind, and the transformative benefits of using a recruitment provider in securing the ideal contractor for your tech endeavours, so keep on reading!


1. Extensive talent pool

One of the top benefits of partnering with a recruitment agency when hiring contractors is the wide array of talent available for you to scan and choose from. Recruit I.T., for example, has built an extensive talent pool of highly skilled contractor talent in New Zealand ensuring you get only the best in the industry.


Recruitment agencies like Recruit I.T. have developed vast networks and built connections within the community, and by leveraging these networks, you can quickly tap into the talent pool, select, and screen candidates according to your specific requirements.


2. Time and Cost-efficient

When you choose to partner with a recruitment provider, you save valuable time and reduce costs associated with the hiring process.

Recruit I.T. does this best as we have developed an engagement model that aims to scale the hiring process and reduce your time to fill. We conduct everything from start to finish – sourcing, screening, interviewing, and shortlisting, allowing you to save time, cost, and resources.


With a recruitment provider like Recruit I.T., you can offload time-consuming recruitment responsibilities to a dedicated and highly skilled team. You benefit from a dedicated point of contact, in this case an Account Manager, who would be backed by the wider Recruit I.T. delivery team to ensure you get the right contractors and outcome.


Our engagement model aims to put you and your business goals first, by helping you secure top talent across Aotearoa. This allows you to focus more on your core business activities while making sure that the hiring process is in the best hands and remains efficient and streamlined.


3. Industry expertise

Recruitment agencies possess deep industry knowledge and expertise in the sector of your choice.


Recruit I.T., for example, has a proven track record of over 15 years’ industry experience, and our consultants have more than 150 years  of collective experience amongst them in the New Zealand market. We stay abreast of the latest trends, rates, talent and industry insights, skill requirements, and emerging technologies. This knowledge enables us to understand your specific needs and source candidates with the right skill sets and experiences.


With a finger on the pulse of the industry, recruitment agencies can provide valuable insights and guidance throughout the hiring process to help you make informed decisions when selecting contractors.



4. Flexibility and Scalability

The dynamic nature of the tech industry often requires businesses to be agile and adaptable. Hiring contractors through a recruitment provider offers flexibility and scalability you need to meet your organisation’s changing demands.


Whether you require short-term contractors for a specific project or a long-term contractor to fill skill gaps, recruitment agencies can match your requirements with the right professionals. This allows you to scale your workforce quickly and efficiently, saving you from the challenges of onboarding and training new employees.


Additionally, we ensure they bring the appropriate expertise and skills to hit the ground running, being productive from day one.
 

5. Risk mitigation

Recruitment agencies like Recruit I.T. play a crucial role in mitigating the risks associated with hiring contractors. We handle everything – even administrative tasks, including compliance checks, background verifications, insurance, and contract negotiations.   


By warranting that contractors meet all legal and regulatory requirements, we reduce the risk of non-compliance and potential legal issues that may arise. Additionally, we can provide contract management and payrolling services, ensuring smooth operations and minimising any potential disruptions.


Finding the right recruitment partner is crucial to ensure you get only top and highly skilled contractors who fit your requirements and organisation. Partnering with one like Recruit I.T. offers numerous benefits, without leaving a hole in your pocket and understanding your demands.


So, if you’re seeking exceptional tech contractors in New Zealand who can fill skill gaps and drive your organisation’s growth, consider engaging our services and enquire through our trusted Consultants. Gain a competitive edge in attracting and retaining top talent, while focusing on what you do best – achieving your business goals.

Re-entering the Job Market: A Guide for Experienced IT and Technology Candidates in New Zealand

27 Mar, 2024
Entering the job market after many years can be a daunting task, especially in the fast-paced world of IT and Technology. With advancements happening at breakneck speed, it is understandable to feel overwhelmed when suddenly thrown into starting your job search journey anew. However, there are simple steps you can take to get you started, ease the transition, and help you in landing your new dream job. At Recruit I.T., we've seen many experienced candidates successfully navigate this path, and we're here to share some valuable advice with you. 1. Revamp Your CV Your CV is your ticket to securing interviews, so it is crucial to ensure it’s up-to-date and tailored to the roles you are applying for. If yours is still in typewritten format and doesn’t include what you’ve been up to for the last 10 years, now is the time to get it updated. Ensure it includes your most recent and relevant roles, delete your high school work experience, and highlight your relevant experience, skills, and achievements prominently, focusing on how they align with the requirements of the positions you're targeting. If you are unsure where to start, collaborating with a specialised recruiter like Recruit I.T. can provide valuable insights and guidance in crafting a compelling resume. 2. Leverage Your Network Don't underestimate the power of networking, especially in the tight-knit IT and Technology community in New Zealand. Reach out to former colleagues, mentors, clients, and industry connections to let them know you're actively seeking opportunities. Attend industry events, meetups, and conferences to expand your network further. Many job opportunities are filled through referrals, so make sure to stay connected and keep your network informed about your job search. 3. Explore Both General and Specialised Job Boards You may have found your first job via a newspaper classified, but times have changed! While general online job boards like Seek and Trade Me, as well as LinkedIn Jobs are a good starting point, consider exploring specialised job boards focused specifically on IT and Technology roles, and register with a relevant recruitment agency like Recruit I.T. as specialised platforms like our website job board cater to this niche market, offering a curated selection of job openings tailored to your expertise. By targeting your search on these platforms, you increase your chances of finding roles that align with your skills and career goals. 4. Prepare for Interviews Brush up on your interview skills to ensure you make a strong impression during the selection process. Research the company and the role thoroughly, familiarising yourself with STAR and behavioural-based interview techniques (there is lots of info online!), practising common interview questions, and preparing examples that highlight your abilities and experiences. Additionally, familiarise yourself with the latest industry trends and developments to demonstrate your awareness and relevance in the field. It also won’t hurt to review and brush up on your verbal and numerical reasoning skills – once again, there are lots of free resources online to help you practise these types of tests/exercises. 5. Update Your Skills The IT and Technology landscape evolves rapidly, with new technologies and methodologies emerging regularly. Whilst you’ve developed your abilities on the job, do take the time to update your skills and knowledge with formal certifications and training to remain competitive in the market. Consider enrolling in courses, attending workshops, or pursuing certifications relevant to your field. Not only does this demonstrate your commitment to growth, but it also enhances your attractiveness to potential employers. 6. Be Flexible and Open-Minded The job market can be unpredictable, so it's essential to remain flexible and open-minded throughout your job search. Be willing to consider different roles, industries, or a short-term contract opportunity that may not align precisely with your previous experience. Embrace new challenges and opportunities for growth, as they can lead to unexpected career advancements and personal fulfilment. 7. Seek Guidance from Experts Navigating the job market alone can be overwhelming, especially after being out of the game for some time. In many cases, if your position has been made redundant, your organisation may provide outplacement services to offer help with CV crafting, interview prep, job search, practise testing and in some instances will also provide free access to training platforms. Consider seeking guidance from experienced specialised recruiters like our Recruit I.T. consultants. Our team possesses in-depth knowledge of the IT and Technology industries, along with extensive networks and resources to support your job search journey. From resume optimisation to interview preparation, we can provide valuable assistance every step of the way. Utilise all the free and skilled help you can access! 8. Embrace Your Experience and Life Skills It's easy to feel apprehensive about re-entering the job market after a long tenure with a single company or a prolonged absence, but remember to embrace the wealth of experience and life skills you've accumulated over the years. Your past successes, whether in your career or personal life, have equipped you with valuable insights, problem-solving abilities, and resilience that will be sought-after and appreciated by employers. While you may not have a recent job application or job hunt history, your track-record speaks volumes about your capabilities and adaptability. Have confidence in your abilities, and don't underestimate the value you bring to the table. Highlight your accomplishments and transferable skills during interviews, showcasing how they make you an asset to any organisation. By owning your experience and life skills, you can instill trust and credibility in potential employers, setting yourself apart from other candidates in the competitive job market. Embarking on a job search journey after many years can be a challenging yet rewarding experience. By revamping your resume, leveraging your network, exploring job boards, preparing for interviews, updating your skills, remaining flexible, seeking guidance from experts, and remaining confident in your experience and skills, you can increase your chances of success in the competitive New Zealand job market. Remember, you are not alone in this journey, and with the right support and resources, you will find your next opportunity. Our team are always happy to shout the coffee and provide some expert friendly and constructive advice to help you get started on your job hunt, so reach out anytime!

March 2024 I.T. & Digital Market Update

By Kaleb Leeming • 11 Mar, 2024
Field at Present: From a Director’s Perspective Generally, we have seen a slow start to the year, continuing the trend we saw in the latter half of 2023. Despite feedback from the market that suggested a stronger bounce back, we have yet to see this in the market at present. There are pockets of activity - primarily back-fills to existing hires. As we gear towards the backend of the government’s 100-day plan, we should see the firming up of new projects and programmes, which will likely require capability to deliver these pieces of work. Unfortunately, we are still seeing organisations across a range of industries forced into making rounds of redundancies and other operational cuts or changes to help them operate more leanly during challenging times, and we’ve even seen this in the recruitment industry itself.

The True Cost of a Contractor

By Kaleb Leeming • 14 Feb, 2024
With the dynamic business landscape, many companies are embracing flexibility and adaptability as they navigate the ever-changing market. As someone who has worked in the technology and recruitment sector for a while, I’ve come across a common misconception that I’d like to address: the perception that contractors are significantly more expensive than permanent employees. I'd like to give light to the true cost of hiring a contractor and explore why it might be more budget-friendly than you think. Let’s start by acknowledging the elephant in the room – the hourly rate. It’s no secret that contractors often come with an hourly rate that seems higher than what you’d pay a permanent employee. But here’s the thing: an employee salary is just the tip of the iceberg. When you hire an employee, there’s a whole set of additional costs and overheads that can significantly impact on your bottom line. Let’s break them down: 1. ACC (Accident Compensation Corporation) When you employ a permanent employee, you’re obliged to contribute to ACC levies. These can add up and represent a substantial ongoing cost to your business. Contractors, on the other hand, handle their own ACC payments, freeing you from this financial burden. As I write this it sits at approx. $0.63 per $100 of payroll. Example being, a $100K Salary = $630 per annum. 2. Kiwisaver Permanent employees are entitled to Kiwisaver contributions from their employers. While it’s a great benefit for them, it’s an added cost for your business. Contractors manage their own retirement savings, releasing you from this expense. At the minimum contribution of 3% that is $3,000 based on a salary of $100,000 per annum. 3. Training and Development Investing in the professional growth of your employees is essential. However, it can be costly and time-consuming. Contractors typically bring their existing skills and experience to the table, minimising the need for extensive initial training and ongoing development programs. Various benchmarks have this between 1% - 5% of an individual’s salary. Based on a $100,000 per annum this could be between $1,000 - $5,000 per annum. 4. Fringe Benefit Tax Providing certain benefits to your employees can trigger fringe benefit tax liabilities. Contractors are not subject to this tax, which means you can offer perks without worrying about additional financial implications. 5. Benefits Permanent employees often receive benefits such as health insurance, paid annual leave, and more. While these are important for staff retention, they can substantially increase your personnel expenses. On the other hand, contractors manage their own benefits and extras, giving you more predictability in your budget. 6. Insurance A business is responsible for looking after professional indemnity and public liability insurance which cover their permanent employees. On the flip side, contractors typically have their own insurance coverage, reducing your insurance-related costs. 7. Overheads Beyond the salary, permanent employees come with a host of overheads like office space, equipment, and administrative support. Contractors usually operate independently, sparing you from these additional expenses. 8. Productivity It is not as simple as multiplying a contractor’s rate by the number of hours in a week, and then extrapolating that out for the year. They only get paid for the hours they work, which doesn’t include any annual leave, sick leave, or public holidays. You only pay them based on what the hours they actually worked. So, what’s the bottom line? Hiring contractors can be a cost-effective choice when you consider the bigger picture. While the hourly rate may seem higher, it’s essential to factor in the myriad of savings associated with not having to manage all the costs and overheads that come with permanent employees. Don’t get me wrong – permanent employees are valuable assets to any organisation. They bring stability, commitment, IP retention, and a sense of belonging to your team. But the key is understanding the differences between contractors and permanent employees and leveraging them to your advantage. Think of hiring contractors as a strategic move that provides the flexibility to scale your workforce up or down as needed, without long-term financial commitments. It’s not about one being better than the other; it’s about making informed choices that align with your business objectives. So, the next time you consider bringing in a contractor, remember the true cost isn’t just about the hourly rate- it’s about the holistic value they bring to your organisation.
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