How to get into the rating of the best IT recruiting agencies in Ukraine

9.27.2019

IT companies are increasingly recruiting staff through it-recruiting agencies. Since this is one of the most promising business areas in Ukraine, the number of it-recruiters and HR companies is growing every day. So that it-people and selection specialists can quickly find each other, ratings like “The best Ukrainian it specialist recruitment agencies” are created. We asked our colleagues from the jury of such awards how to become the winner of one of them.

First, you need to determine on which site it would be more interesting for you to act as an expert: thematic, like DOU.ua, or professional society like rabota.ua

Secondly, it-recruiting agencies should meet certain requirements. Each site, of course, has its own. For some, it’s enough to be a Premium subscriber or pay for participation in the rating. For others, one should conduct professional practice in a high-quality manner and be distinguished by good indicators of project “closure”.

More details about the quality of practice depends on.

• The absence of negative reviews or competent work to neutralize them. Portal administrators and editors are open to feedback from their users. If a certain recruiter (company) raises a lot of complaints about the incompetence or unacceptable tone of communication, then it will most likely be banned. He will have one or two chances to explain his behavior, which is important to use. Otherwise, no additional payments will help to become a winner.
• The correct compilation of vacancies and their closure, timely feedback to applicants. Projects that have been hanging on the same profile for years have a bad effect on reputation.
• Work with a personal brand: an exhaustive amount of information in the profile, photos, thematic publications, participation in events, reviews. There is nothing wrong with self-PR, on the contrary, it attracts attention and simplifies the work of the jury.
• Ideally, a couple of large IT companies in the portfolio or several well-known startups
• The presence of “added” value: social activity, work at the international level, the initiation of projects relevant to the field, own developments, for example, various techniques, tools or applications.

Now more about “closure”. Of course, an it-recruiting agency will not provide true information about its overall effectiveness. But you can understand the level of success by looking at several components:

• the level of candidates they are looking for
• regularity of opening / closing vacancies
• the proportion of customers in the general it-market

Simply put, it’s certainly easier to hire June for outsourcers than architects for a start-up food company, because the quantitative indicator does not work. But according to statistics, the agency that closes Senior + for at least a month is successful. The rest is decided individually.