My first initiative, Telentize was founded to give Search & Selection Services especially for niche and difficult to fill technology positions, to search and identify talent pool, which is called Market Mapping, and to give practical career suggestions via offering Career Mentoring services for individuals.
Open positions are usually very much like a math problem. Firms expect to find and place the best person who fits the requirements. However, what is thought at home, may not fit the market. You can be searching for someone who is not available. A competent HR Consulting Company will tell you so after analyzing your requirements and the talent market. The requirements might not be realistic, the number of candidates who can meet the requirements may be very limited or the nature of the work might have very specific and difficult criteria. To attract and recruit these people or find the best talent, requires a separate competence and core industry knowledge.
Companies who already have good networks, have a successful system of recruitment and who have a good employer branding perception, can more easily attract the people they are looking for, keep the people they hire, and usually have a strong candidate pool. In addition, they closely monitor the talent market and create the conditions for keeping their current employees. Even they can choose to educate junior candidates from scratch.
However, in some high-level positions, technology and IT positions, or when a very specific competency is required (eg. Project Manager with Russian Language capabilities, Machine Learning project experience, or if they cannot get candidates from other companies in the sector due to their formal or informal contracts, ethics or supplier-customer relationship), the time, network and information to reach and attract the talent pool can be limited.
In addition, HR departments of companies whose core business is not technology are often not sufficiently expert on IT and some of technical details of the job specs. Especially if the position is niche and the number of candidates is limited, if there is time pressure to fill the position, the job description, position requirements and wage package are not realistic, the position is given to a competent consulting company. Sometimes companies have no any HR or have limited HR resources and as the company grows, recruitment starts to take a lot of time. Therefore, recruitment needs to be taken care of or at least supported by recruitment consulting.
In the past, headhunting was only used in the executive level. But this is also changing. The development of technology now requires headhunting in IT and technology positions due to the digitalization of the sectors and the rapid change.
Another thing that leads to the need for Search, Selection & Placement services is the reduction of success rates in the recruitment processes of the companies along with the Y and Z generation that is the withdrawal of candidates from the processes, not coming into negotiations – ghosting and the rejection of offers. In other words, the recruitment is becoming more talent driven, especially in technology. In recruitment for IT and technology, the candidate side became stronger. They do not only not tolerate a number of delays and communication errors in the processes, but also are quite picky. For example, a company that cannot find a developer because of working half-day in Saturday or a big company searching for niche Linux Admin and offering below average salary package can be a good example.
I have founded Telentize to respond to these needs with a systematic and result oriented brain hunting approach. I cannot deny that having core business experience in IT and my polymath experience in more than one sector contributes to my successful results. Additionally I came to the point of setting up Telentize which provides more suitable space for utilizing my free personality who will work only with customers and candidates I love to work with. Companies and candidates energizing and inspiring me are those who are transparent, open, do the things they tell will do, behave ethically, communicate are humorous, give feedback quickly and value the work I do. This is my Red Velvet Rope Policy (RVRP)
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