Proactive recruitment for IT consulting firms

The IT industry has the toughest competition for candidates due to IT buyers’ digitalization budgets and too few education spots over the past 10 years. For IT consulting companies, securing top candidates is crucial to delivering on projects, simplifying sales, and increasing billable hours. The traditional recruitment model, which focuses on hiring available active job seekers and recruiting reactively for each role, is no longer sufficient to meet these demands. You risk missing your growth targets and losing the chance to hire the right employees.

To overcome this challenge, we must adopt a data-driven and proactive strategy in recruitment and talent acquisition. We help our clients establish this by building and maintaining relationships with potential candidates even before there is a specific job opening. This work results in a pipeline of pre-qualified candidates, allowing you to match your needs with candidates’ availability. The candidates are continuously engaged, so that you remain top-of-mind when they are ready to make a move.

“IT talent is in high demand, so we compete with many other companies for the same candidates. Worko has a large network that we’ve been able to tap into, and they’ve worked very systematically to find the right candidates.

It’s a great partnership, and we have hired many candidates through Worko. We have found an effective way to collaborate.”

Anne Hasselgreen

Regional Manager Bouvet

“Faster growth is definitely the biggest value we’ve received from working with Worko. We’ve had several other recruitment partners, and none of them had Worko’s ability to find candidates.

They’ve delivered exactly the right candidates and understood not only the skills we were looking for but also the personal qualities we value.”

Torbjörn Berglund

Consulting Manager Knowit

“Worko has extensive experience in the IT security industry, and through their candidate database, they were able to map and build a pipeline of candidates we wanted to hire.

By engaging candidates with messages tailored together with us, we successfully hired more candidates, and the ones we met had a higher quality than before.”

Anders Säby

CEO West Code

“Our collaboration with Worko works well because they take a proactive, long-term, and solution-oriented approach with a genuine interest in our industry.

Through their continuous dialogue with professionals in the field, Worko has given us access to candidates who already have a solid understanding of what it’s like to work with us.”

Johan Örtenblad

Managing Partner Noréns Patentbyrå

The chicken or the egg – sell or recruit first?

One of the biggest challenges for many hiring managers at consulting firms is whether to recruit or sell first. While it’s uncertain if you’ll be able to hire someone immediately when you land a project, there’s also a risk that you won’t secure a project for a newly hired consultant. When managers need to hire to meet the demands from new projects, you risk negatively impacting profitability and hiring just anyone who is available.

Our clients work proactively and ensure that their candidate pipeline matches the skills requested by their clients—this simplifies sales by always having access to in-demand talent.

• Create conditions for hiring managers to work long-term through a proactive approach to recruitment
• Increase sales and utilization rates by maintaining ongoing contact with the right candidates
• Don’t let client relationships suffer because you can’t meet demands at the moment

Proactively match your needs with candidates’ preferences & availability

The majority of today’s talent market is passive. Candidates are open to career moves only if they find something better, if their preferences align with what you offer and if their availability both personally and professionally matches your current needs.

That’s why, since 2011, we have collected data on candidates’ preferences, availability, and timing. We know when they finish their assignments and projects, and help our clients in the consulting industry match project requests with a pipeline of pre-qualified candidates.

• Plan your recruitment and reduce the time from need to hire by knowing which candidates want to work with you and when they are ready to start
• Ensure you have the right messaging in candidate dialogues by using data on what would motivate them to switch jobs
• Gain insights into the candidates in your pipeline to improve your recruitment strategy over time