Has Recruiting Changed Forever?
Insight and Advice from Senior Technical Recruiter Mark Klaaren
Senior Technical Recruiter Mark Klaaren, an integral part of Elite Technical’s recruiting powerhouse, offers proven advice for candidates in today's market. His strategic guidance has landed hundreds of technical professionals in great jobs with leading companies. Mark began his recruiting career with MCI Telecommunications, shortly after having graduated Columbia University Teachers College in 1994. He also enjoyed a stint in legal recruiting early in his career.
Recruiting technical professionals:
When asked whether he specializes in recruiting for a particular technical discipline, Mark quipped, “As long as I have a job description, I can recruit for almost any role. But I really like the challenging requisitions - unusual and emerging technical disciplines.” Mark often fills positions such as software and electrical engineers, cyber specialists, and project managers, among others.
Now celebrating his seventh year with Elite Technical, Mark recruits from a broad array of technical disciplines – and particularly loves searching for individuals to fill unusual requirements. At the time of this interview, Mark was seeking a manufacturing engineer for an energetics company that builds propulsion systems for armaments. While there are a number of qualified manufacturing engineers able to fill very specific technical requirements, it can be a challenge to find the right candidate in a specific location – as was the case when recruiting for a manufacturer in Tennessee.
Mark Klaaren, Senior Technical Recruiter, Elite Technical
Increasingly, technical professionals – engineers included – are seeking 100% remote work. But more and more of today’s big companies are calling techies back onsite and increasingly loathed to offer remote or even hybrid solutions. Yet, candidates believe they hold the cards and are holding out for remote opportunities - with many believing they are entitled to work from home in our post-Covid-19 world.
This begs the question: Has recruiting changed forever or will hiring go back to the pre-Covid perspective ?
How do candidate attitudes change recruiting and hiring? According to Mark, “For many positions - especially those with companies requiring onsite work - we’re concentrating on local, rather than national, searches. Sometimes we still come across a terrific candidate from afar. In those cases, we generally advise our clients to offer relocation assistance - especially for direct hires.
"Desire to work onsite or remotely is mainly a mental construct," Mark said. “But, particularly in engineering, you need to be able to put your hands on what you are designing. To put things together, you need a place to do it.” Most manufacturers want prototypes and technology put together in their own space. And many want to make use of their real estate investment.
Mark’s advice for job seekers: "Ask yourself: ‘Is an onsite or hybrid position really that onerous for you? Can you possibly work your schedule around it - for the right position?' Remember how work used to be in the office full-time? Many of today’s clients are not budging or making concessions on location.”
It’s all about perspective: Said Mark, “While engineers want to design at home and come in only when they absolutely need to, my advice is: For the right job, be as flexible as possible.
"And, I get it - as a job seeker, I would want to hold out for the remote job, too. But companies want candidates who will come back inside. Many need employees on site 5 days a week - especially in manufacturing environments.”
Don't give up the opportunity for a terrific job with a great company for convenience alone. There are many other benefits to consider.
With a priority to secure great jobs for his candidates, Mark added, “While I’m matching requirements to information on a resume, I sometimes get a gut feeling and know a particular candidate is a great fit and will get the position. Knowing that is very satisfying; I get a lot of enjoyment for the folks who get the job – especially when they've followed my advice and did what was needed to secure it — and when I hear later how well they're doing."
Interviewing advice: ”Strategies for navigating today’s phone and video interviews are somewhat different than in the past - when most interviews were conducted on location and the interviewer and candidate were in the same space. When you're physically walking into a conference room, you’ve got a few moments to pause, observe, and make conversation while getting seated.” The physical connection helps establish rapport - .
But rapport-building is different online and over the phone than in physical proximity because the visual cues and opportunities differ. Good rapport inspires the kind of trust and confidence that facilitates open dialog and conversation flow. Basic courtesy, showing respect, listening carefully, staying present mentally, responding appropriately to stated and intuited needs, and matching tone and body language are necessary to good rapport. (Watch for our upcoming blog on building rapport.)
Questions candidates should ask: Whether online or onsite, Mark advises candidates to thank the interviewer for their time and ask a few key questions. For example, “In reviewing your job description, I see the basic blueprint for the person you want, but what does your ideal candidate really look like to you?”
Ask for specifics, such as:
Where do you need the biggest result first? ... What's your timeline for that? ... What are your priorities for the first six months?'
By asking the right questions, you can lead the interviewer to provide clues that will help you keep communication relevant and follow up accordingly.
If you want the job, "When wrapping up your interview, make sure you tell them you are definitely interested in the role, and ask about the next steps as the interview winds down.”
Mark’s favorite recruiting story: “I had the opportunity fill a Top Secret/SCI Counter-intelligence Polygraph Oracle DBA position with one of our Federal clients. What made that really special was, the candidate I identified was one of my old high school classmates - whom I hadn’t seen in 35 years. We got to talking and realized we had traveled in similar circles over the years and had many mutual friends, but hadn’t previously crossed paths. It turned out he was the perfect candidate to fill that Federal position. It was pretty awesome to reconnect with him - and then connect him with a great job.”
Elite Technical Placements Result in Charitable Giving!
Mark’s efforts not only land people in great jobs, they also help communities. Each time Mark makes a placement, Elite Technical donates money to The Family Service League of Long Island – a charity he selected. Elite Technical’s unique giving back program, Recruit for Your Cause, allows each recruiter to choose the charity the company donates to when that individual makes a placement. It’s a win/win/win. “And we love that Management reports to our team every month on total contributions made to each organization.”
Life on the job: “One of the things I enjoy most about Elite is the teamwork. Many recruiting offices have to deal with recruiters stepping over each other. We don’t encounter that often because our account team and collaborative Intranet platform provide clear communication. And, any conflicts we’ve seen over the years were amicably resolved.”
Personal Insight: Originally from Ohio, Mark is a skier, fisherman, and chauffeur to his son’s swim team efforts. He and his wife, Dawn, now live on Long Island (NY) with their son, a high school Varsity swimmer.
For more information about Elite Technical recruiting services:
Please call 1.800.ELITE50 or email
info@elitetechnical.com. If you are a candidate seeking a position, please check out our open jobs at
EliteTechnicalJobs.com Or connect with Mark Klaaren via
LinkedIn.
