>> My name is Kirsten Kelly and I'm a Technical Recruiter for Computer Technologies Consultants.
Computer Technologies Consultants or CTC started about 20 years ago.
Recently, the past four or five years they have a staffing augmentation division
so it's a new business unit that I'm a part of and we provide technology IT staffing
for government innovators around the area as well as commercial businesses.
As a recruiter I contact applicants on the market, candidates that are out looking
for a job whether it's through a job board or referral or keeping in touch with various people
through Penn State networks and other networks and I inform them of what we have going on,
keep them in mind for future opportunities and then set them up with interviews.
I basically walk them through the process from introducing them to the company,
setting up a phone screen and in-person interview,
sometimes multiple interviews after that.
I'm really sort of their guide through the process, making them more comfortable
and ultimately more successful I'd say, going as prepared as possible.
When I get to the office in the morning I usually start by making ten
or so phone calls right off the bat and emails just to reach out and cast my net for the day
and then I respond to the people who get back to me
or if they answer the phone right then working on whatever requisition
or job opportunity I have at the moment.
Some days I walk in candidates to their interview so I may be at the client's,
say whether it's downtown D.C. or if that happens in Virginia
and I introduce the candidates to the manager and then I'll come back to the office after I do
that short interview prep I guess and get back on the computer and on the phones.
So it's hard to put a time, you know number of hours a week.
It's definitely around 40 but you want to put in extra hours to support your candidates
and consultants and make them more successful.
It's really about relationship-building and you can't just log 9 to 5 hours if you want
to build successful relationships.