What is IT Recruitment? – An Apprentice’s Viewpoint

IT recruitment


Hi there, my name is Philippa and I am the new digital marketing apprentice at VIQU! Before starting my role at VIQU, I had always seen recruitment as a pretty simple concept – the recruiter simply fills the job, right? Wrong! From speaking with my colleagues, I’ve quickly learnt that there is far more to IT recruitment, so I’ve written my first blog around the information and knowledge I’ve absorbed so far.

What is IT Recruitment?

The standard definition of IT recruitment reads as ‘the process of finding people to work for a company or become a new member of an organisation’, but I’ve come to realise that it involves so much more than that. At VIQU we work with a variety of different businesses ranging from SMEs and start-ups, to global conglomerates across every sector, providing IT and tech talent. There are two standard types of recruitment that we specialise in: permanent and contract. Our recruitment consultants work with our clients to find the best candidates that meet their requirements, including technical skills, experience, qualifications, and locality. However, it is not as clear-cut as it sounds.

Contract Recruitment

One of the main types of IT recruitment is contract recruitment. Our contract recruitment team work with our clients to identify contract resource to assist with projects and BAU on a short to long-term basis. There are many reasons why a company may choose to ask our team to provide contract resource, including consultancy issues, maternity cover, project work, and additional workload. Depending on the client’s needs, the process from requirement to the contractor being on-site can take as little as 24 hours.

The contract recruitment process involves several different steps:

  1. Speak to the client and qualify the role (asking different questions on the type of individual they are looking for)
  2. Advertise for the job role
  3. Review the CVs collected to find potential candidates
  4. Search through their network and VIQU’s CRM for potential candidates
  5. Call up the candidates to discuss the contract
  6. Email the client all CVs
  7. Receive feedback from the client
  8. Arrange interviews
  9. Depending on whether the candidate is successful or not, they are/aren’t offered the contract
  10. After contracts are signed, the contractor begins the contract!

And then it starts all over again!


Permanent Recruitment

Another form of IT recruitment is permanent recruitment. Our permanent recruitment team focus on placing individuals on a permanent basis with our clients, this is normally for full-time work, however, we do also place people on a part-time basis.

We ensure the skills, experience, and long-term career goals of all candidates we put forward fit with our client’s requirements. Due to the placement being ‘forever’, it is very important to take personality and cultural fit into account. Once our team have identified suitable candidates, they generally undergo 2-3 interviews and some technical assessments. If successful, the candidate gives four-twelve weeks’ notice to their prior company and then they begin their new role!


The Role Business Support Plays in Recruitment

As a newbie to recruitment, before I spoke with our fantastic Business Support, Louise Gasper, I never realised what the role included and why it would be so important for a recruitment agency.

Our Business Support department looks after all administration, processes, and general day-to-day office occurrences. They strategise to overcome key problems with the business; without Business Support it’d definitely be chaotic!

Our contract team heavily rely on Business Support to format and create contractual documentation and handle some of the processes behind contractor onboarding.

This is a highly important area within the business, and certainly one that I am looking forward to learning more about in the coming weeks and months ahead.


To Conclude

In conclusion, I am glad to say I finally understand the basis of recruitment, I appreciate that it’s not just a ‘simple concept’ and that there is a lot more to it than what meets the eye. By the end of my apprenticeship, I’m hoping to fully understand what it takes to be a digital marketer specialising in the recruitment industry.

This is only the beginning of my findings, I’m sure. I cannot wait to find out more about the ins and outs of recruitment – I’ve heard phrases like ‘Cyber Security Analysts’ and ‘Linux Engineers’ flying about, I’m sure I’ll find out what they mean soon.

If anyone is interested in learning about the recruitment services we provide to the IT industry, please click here.



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