Companies approach staffing companies and especially IT staffing companies to find candidates for their vacant positions faster. Moreover, when companies hire candidates through IT recruiting firms, they feel quite assured about the candidate. This is because the candidate has been properly screened by a technical recruiter. A recruiter has years of experience in screening IT candidates and finding the most appropriate candidate for an IT vacant position. The glory of technical recruiting firms primarily rests on its recruiters. The recruiters are the strength of a staffing company because they do the tough job of finding the most appropriate candidate.
Becoming a technical recruiter is not an easy job. A person needs to have specialized skills for this. Let’s take a quick look at the primary responsibilities of a recruiter and then we will discuss the skills that he needs to have.
What are the responsibilities of a technical recruiter?
The primary responsibility of a recruiter is to fully understand the requirement of an IT position. He needs to understand what will be the day-to-day responsibility of the candidate. He also needs to understand the work culture of a particular business and accordingly find a candidate who can be productive in such an atmosphere. A recruiter needs to work closely with the company’s HR department and/or hiring manager.
He also needs to have some technological knowledge to understand the technical skills of a candidate and interview him.
A recruiter is also expected to be comfortable in all forms of interviewing including in-person, telephone or video interviews.
To carry out these tasks, a technical recruiter needs some specialized skills. What skills are required?
First, he needs to have good exposure to technologies. A recruiter should have good understanding of a particular technology so that he can specialize in it recruiting candidates in that technology.
Second, he needs to have that mental maturity to assess just not the technical knowledge of a candidate but also his mental makeup. This ensures that candidates that technical recruiting firms process promote a healthy work environment.
Third, a recruiter also needs to be inquisitive, so that he can ask questions of the candidates. He should be alert and listen to the answers a candidate provides and then ask the candidate to clarify, if he does not understand any part of the answer.
A recruiter needs to enjoy meeting and interfacing with new people every day. A recruiter needs to meet different types of candidates and employers (his clients - businesses) day in and day out. He must be a person who can enjoy this. Otherwise, soon this will become a boring and tedious job.
Lastly, a recruiter also must be able to build relationships with people. He needs to build strong relationships with candidates as well as with clients. He should be a master in managing relationships; this is the secret of a successful recruiter.
Becoming a technical recruiter is not an easy job. A person needs to have specialized skills for this. Let’s take a quick look at the primary responsibilities of a recruiter and then we will discuss the skills that he needs to have.
What are the responsibilities of a technical recruiter?
The primary responsibility of a recruiter is to fully understand the requirement of an IT position. He needs to understand what will be the day-to-day responsibility of the candidate. He also needs to understand the work culture of a particular business and accordingly find a candidate who can be productive in such an atmosphere. A recruiter needs to work closely with the company’s HR department and/or hiring manager.
He also needs to have some technological knowledge to understand the technical skills of a candidate and interview him.
A recruiter is also expected to be comfortable in all forms of interviewing including in-person, telephone or video interviews.
To carry out these tasks, a technical recruiter needs some specialized skills. What skills are required?
First, he needs to have good exposure to technologies. A recruiter should have good understanding of a particular technology so that he can specialize in it recruiting candidates in that technology.
Second, he needs to have that mental maturity to assess just not the technical knowledge of a candidate but also his mental makeup. This ensures that candidates that technical recruiting firms process promote a healthy work environment.
Third, a recruiter also needs to be inquisitive, so that he can ask questions of the candidates. He should be alert and listen to the answers a candidate provides and then ask the candidate to clarify, if he does not understand any part of the answer.
A recruiter needs to enjoy meeting and interfacing with new people every day. A recruiter needs to meet different types of candidates and employers (his clients - businesses) day in and day out. He must be a person who can enjoy this. Otherwise, soon this will become a boring and tedious job.
Lastly, a recruiter also must be able to build relationships with people. He needs to build strong relationships with candidates as well as with clients. He should be a master in managing relationships; this is the secret of a successful recruiter.
No comments:
Post a Comment