Jordyn is a Recruiter and Marketing Coordinator with Elire Inc., a consulting firm for the information technology industry. Based out of Minneapolis, MN, Jordyn’s main role is to act as the first line of hiring by seeking and screening exceptional talent to satisfy her clients’ staffing needs. After interviewing prospective candidates she sends them to the pertinent department for training and on-boarding. Jordyn recommends that any student interested in IT recruiting should take an introductory programming class to at least learn the core concepts of IT.
Transcript
So my name's Jordan Feiger-Burmeister and I'm a recruiter and marketing specialist for Elire, Inc. So I work in very niche IT recruitings, so working on hiring very highly specialist IT resources that implement and execute Oracle software products, so a lot of candidate sourcing, working organically from job boards like LinkedIn or Dice or even career fairs such as this and bringing them all the way through and interviewing them and then getting them on our specialized client sites. Yeah, so today we're really looking to hire for our associate class of business consultants. They can be across a wide range of skillsets and backgrounds. So interviewing candidates, looking at internships as well because we do take interns, and kind of getting a feel for who's interested in going into consulting and then giving them more information 'cause it's not really a readily thought about thing. You know you think about being an accountant, or you think about being a teacher, but not being a IT business process consultant, so giving them more of that background and getting people interested. So generally, I'm kind of that first rung of communication. I'll have a 20 to 30 minute phone screening kind of digging into their background, into their internship or maybe even career experience for those Master's candidates, walking them through what Elire is and then what we do on a day to day basis and then connnecting them to the right practice area, because we do work across a variety of IT software suites, kind of connecting them to the lead who's gonna be most beneficial for moving them to that next step in their career, then getting them set up for an interview. Then we usually do a third round interview to get to know them in person because being a consultant you have to drop on our client sites, and our clients are across all different Fortune 500 companies. You have to be someone who's definitely very affable and then presentable in person, so getting to know them on a personal level, see how they present themselves, and then moving them forward into our training program. Yeah, so we hire on a rolling basis, just dependent upon our client needs. We work on more of a project basis so it's less, we hire a class in May and then hire a class in December. We're really hiring for our client needs and what our current staffing resources look like. We have a team of 60 full time consultants that work with us and are working year-round, and a network of 200 independent consultants that we contract on an as needed basis. So it kinda depends.
Download transcript
