The number of U.S. information technology jobs increased by 23,000 in February to an all-time high of more than 4.1 million jobs, according to a monthly index of IT jobs developed. January’s record surpasses the previous high set in September 2008 when IT employment reached 4,088,600. On an annual basis, IT jobs were up 2.5 percent in 2011, compared with a growth rate of 1.5 percent in 2010. These latest numbers are based on re-benchmarked data released by the Bureau of Labor Statistics this month.

• TIME-TO-HIRE is key critical in our current job market. Besides sharpening cost-per-hire and other talent management metrics, companies should be reviewing their time-to-hire policies and activities to make the recruiting and hiring process more professional and efficient.
• STAY ON TOP OF YOUR RESUMES. Don’t wait for a stack to build up, it will be too late. Many of our clients have shown their disappointment when they “consider” a candidate for more than a week to make a move and to their surprise, the candidate was made another offer.
• INTERVIEWS. Take a look at your interview process to see what it looks like from the candidate’s viewpoint. Three or four interviews can equal a 28% failure rate in acceptances. Phone screening is wonderful tool, it allows you to determine the interest, enthusiasm, salary requirements and details about qualifications. Don’t get shy…Move forward and schedule an in-person interview. Show the candidate that you are interested. Once the interview is confirmed, book several people to be a part of the interview process instead of having a candidate come back several times. Back to back interviews are always more efficient. This makes the process easier on the candidate if they have to take time off to interview with you.
• COMMUNICATION. Keep the momentum going with a candidate that you are pursuing. Inform the recruiter of your plan. Get your recruiter working on the references right away and any other on-boarding procedures – this also shows the candidate that you are interested.
• CLOSING THE DEAL. Be prepared to sell your company and what your firm has to offer. Don’t forget even the little details – everything matters. Your recruiter is there to help - to communicate and show the high interest once you have decided to make an offer. Last but not least…Create a sense of urgency!

Prior to working with Access, had you worked with other staffing agencies in the past? If so, what was your experience with them? Yes, I worked with others briefly and found them unimpressive. Because you’re sort of the quick replaceable "body in the chair" with most agencies. They’re not really looking to build a relationship; they're just looking to fill spots.

What was your employment situation at the time you began working with Access Staffing? I had just left a position, and the Access Creative recruiter solicited me because she had my resume from a ways back.

How did you first come to work with us? A couple years ago, a different Access recruiter had worked with me, and I had made it to the final round of some interviews. I had reached out to you guys over the years, especially as the economy started to go south. And when the creative recruiter rang me up, the position she was looking to fill was a nice fit with where I am in my career.

Can you describe the process you went through at Access, and what the time frame was from when you first spoke with us to the time you were placed? It was a really quick turnaround. The recruiter called me on a Tuesday. I had a screening call with the client the following Saturday morning, and they made an agreement the following week. All over, it was less than a ten-day turnaround.

What do you think were the benefits of securing a position through Access Staffing? You have insight into the clients. I like that. I also think that you guys seem to be looking to build relationships with your contractors. You’re focused on the fit for the client as well the contractor.

Would you recommend us to others? Definitely, lots of agencies are completely tactical. But if you’re looking for a relationship with an agency you can rely on, I think Access would be a good fit for that.

Well, thanks, and best of luck to you on the assignment! You, too! It's going great so far!