Zoë and I have talked a lot about the various catalysts that led us to form JobSyntax.  We want to teach software engineers how to better market themselves to employers … and we want to teach employers how to cut the BS and actually talk to software engineers. :)

But that’s all fine and good.  Noble causes are awesome … but this is business, and current market conditions and potential opportunities are what drive us all to take the leap, right?

I danced around one of those “opportunities” in my post, “the correlation between req load and time to fill / quality of hire.”   The basic problem I was getting at is that companies often open WAY more positions than their recruiters can handle, and as Kevin Wheeler wrote just yesterday, “… many organizations are turning to outsourcing [the in-house recruiting function] as a solution to either the problem of too many requisitions and too few recruiters, or to that of too many hard-to-fill positions and no talent pool or legitimate candidate sources.”

In short, there’s just more demand right now than there is supply …. And that supply (or lack thereof) includes both software engineers and qualified recruiting support.  As a result, a lot of hiring managers are out there blindly recruiting on their own.

But what’s a poor hiring manager to do?

“My in-house recruiter says she has too many open positions to handle, and my opening is not priority!”

“My third party recruiter doesn’t “get” my company’s culture and what I’m looking for.”

“I’m supposed to source and screen my own candidates.  What?”

“Is this a joke?”

Sound familiar?

Now, I don’t typically use our blog to pitch our services (and you won’t see me do it much in the future).  However, there still seems to be confusion what exactly it is that Zoë and I do. 

No, we aren’t your outsourced recruiting department.  And no, we aren’t headhunters. 

We help you bridge that gap.  Z and I have always believed that a company’s best recruiters are its employees.  Through low-cost yet long-term solutions, we assist you in your effort to recruit for yourself.  It's totally do-able and will likely get you closer to your ideal candidate pool ... more quickly.  We help get you there.

Need a recruiting sourcing and marketing plan for your company, division … or even a specific position?  We can develop a no-brainer step-by-step document for you.  You implement it.  It’s not that hard once you know what to do.

Need to develop new job descriptions that don’t sound stale and b-o-r-i-n-g?  We’re your girls.

Need to teach your employees how recruit in their sleep?  Or how to properly evaluate resumes with lighting speed? Or how to interview like pros?  We’re ready to impart our wisdom upon you.

Making your recruiting endeavor a bit less difficult is our passion!  My goodness … we can save you so much time and money.

You know where to find us.  Give yourself a break this summer.  :)  And I promise the pitching will now stop ... Sorry, I just get so passionate about this!

gretchen

Today’s emotion:  soap-boxy

I’m still not feeling great so I decided to let my Hidamari No Tami stand in for me today.  He was given to me by a JobsBlog reader (thanks, William!) way back when, and the little guy (Hidamari, not William:) makes me smile everyday.