4 Most Valuable Lessons We’ve Learned from Four Decades of IT & Engineering Staffing

As Theoris celebrates its 40th anniversary as one of Indianapolis’ first IT staffing companies, we’ve been reflecting on the journey that brought us here and the invaluable lessons we’ve learned along the way. Our extensive experience in IT and engineering staffing has provided us with insights that can benefit both job seekers and the companies looking to hire them. Here are the top four lessons we’ve gathered that can help everyone succeed:

1. Building Lasting Relationships is Key

Everything we do revolves around creating and maintaining great relationships with our clients and candidates. Trust is the foundation of these relationships, and investing in them pays off by fostering loyalty and repeat business. This industry isn’t just about transactions—it’s about building long-term partnerships that benefit everyone involved. Strong relationships enable staffing companies like us to better meet client needs, leading to successful placements. Candidates get personalized career guidance, and companies enjoy higher retention rates as the right candidates thrive in their roles. Ultimately, everyone wins.

• Tip for Job Seekers: Spend time building relationships with recruiters and potential employers. Trust and rapport can open doors to opportunities you might not have considered.
• Tip for Companies: Focus on building long-term relationships with staffing firms that understand your industry and company culture. This leads to better candidate matches and higher retention rates.

2. Adapting to Changing Candidate Expectations

The job market world has changed a lot over the past forty years. Remember when new employees would pack up and move for new projects? Those days are mostly behind us. Now, it’s more common for candidates to prefer local opportunities, even for contract roles. Plus, we’ve seen in the past five years there’s been a huge shift towards valuing work/life balance and having enough paid time off. According to our recent blog on the job market, flexible working hours and the ability to work from home or remotely rank in the top three priorities for job seekers. If companies want to attract and keep the best talent, they should adapt to these new expectations.

• Tip for Job Seekers: Understand and communicate your work/life balance needs and flexibility expectations early in the hiring process. This will help you find a role that aligns with your lifestyle.
• Tip for Companies: Keep up with changing candidate expectations, such as remote work options and flexible schedules. Adapt your hiring processes to attract top talent in a competitive market.

3. The Power of Community Engagement

Being an active part of our local and technical communities has been key to our success. By participating in events like meetups and industry conferences, we stay connected and top-of-mind for professionals seeking new opportunities. For example, our involvement with the Indy .NET Consortium has not only continued but grown during challenging times like the COVID-19 pandemic. We quickly adapted to virtual meetings and smoothly transitioned back to in-person events when it was safe, maintaining our community’s trust and engagement.

• Tip for Job Seekers: Attend industry meetups and conferences to network with potential employers and stay informed about job opportunities. Here are some Indy tech meetups to check out.
• Tip for Companies: Engage with local and technical communities to build brand awareness and attract passive job seekers who are active in these networks.

4. Generosity in Referrals

One of the most heartening trends we’ve noticed is the willingness of technical talent to refer friends and peers without needing substantial incentives. This speaks volumes about the relationships we’ve built and the trust we’ve earned. It reinforces the idea that when you genuinely help others, it comes back to benefit you in unexpected ways.

• Tip for Job Seekers: If you know someone who would be a good fit for a job, don’t hesitate to refer them. Building a reputation as a connector can benefit your career in the long run.
• Tip for Companies: Encourage employee referrals by creating a culture that recognizes and rewards these contributions. Implementing a structured referral program with incentives like bonuses, public recognition, or career advancement opportunities can motivate employees to refer high-quality candidates. This approach leads to hires who fit well with the company culture and stay longer, while also boosting employee engagement and satisfaction.

Conclusion

As we look ahead to the next 40 years, we are committed to applying these lessons to continue serving our clients and candidates with integrity, dedication, and innovation. Our legacy is one of resilience, adaptation, and above all, relationships. Thank you for being part of our journey.