New Technical Recruiter

New Technical Recruiter

Recruiting in general is consulting, selling, or marketing (either a candidate or a hiring company). No matter what we call it, it can be straightforward, fulfilling, and yet at the same time demanding. There are certain rules/things that make it go straightforward.  Some of those rules include three things that a new technical recruiter should know in order to become  successful.

Understanding a Technical Job Description

This involves questioning the job description and getting answers from the hiring manager –directly if you’re a corporate recruiter or indirectly through an account manager if you work for a recruiting company.  A technical recruiter who questions a technical job description is one who wants to go the distance to ensure the hiring manager gets the right fit.

In my book, Technology Made Simple for the Technical Recruiter, it opens with the 1st chapter titled Technical Job Requisition. The reason I did this was to introduce one of the first things recruiters work with from the first day of the job. Describing how these set the stage for how you make the most of your recruiting hours in a day. See an excerpt of ‘Technical Job Requisition

My mission with this book is to increase the rate at which technical recruiters are able to realistically match candidates to job descriptions, and the confidence to communicate unrealistic technical requirements goals to hiring managers.

Performing Technical Screening:

Screening is one of the most essential skills a technical recruiter should have. But how can one perform either a pre-screening or screening of technical candidates if one does not really understand the technologies, how the technologies are used at the hiring company and if the candidate actually has the skill. There is an art to technical screening and prescreening. Performing prescreening and technical assessments of your candidates will increase your placement rate, accuracy of your match, and save you more time.  Optimally, you need both the job description and the candidate’s resume to perform prescreening, but can still perform with only the job description

 

Following Through and Up:

Another great skill is the ability for a technical recruiter to follow-up with candidates in order to give status information. Whether a candidate’s resume is accepted or rejected by the hiring manager it’s a wise and good practice to follow up with the candidate.

This is the clincher. It’s easier to forget or assume that the candidate will get the message when the technical recruiter does not call back to inform of status. What happens in this case is that the candidate then feels let down and sometimes even unworthy, leaving the same candidate a little less confident for the next recruiter or position. There’s a lot to be said about how abhor-able this practice is.  The flip side to this is that when you follow-up, even if it’s for a ‘not- this-time’ + ‘permission to call again for another position’ message to the candidate, its appreciated. Any way you look at this scenario, it pays dividends to the recruiter – you have built rapport and you are able to call this candidate again in the near future for another position without feeling any guilt.

Sure, everyone knows. Following up takes time! The question you should ask is, how can I make this a very simple process? How do I automate this process?  If you are a technical recruiter who does not have access to an applicant tracking system with a process to do this, then stay tuned. I will be adding more information on how to make candidate follow-up as painless as possible. See information on following up using Microsoft Mail Merge

Questions? Contact me at obi@technicalrecruitingbook.com

You may also be interested in our Technical Recruiting Training Package for the Rookie Technical Recruiter or the recruiter who wants to become technical recruiter.