Introduction.
Technical talent includes candidates with skills like innovation and creativity. It includes roles like IT professional, software developer, data scientist etc. A technical recruiter is a person who identifies, screens, recruits and presents excellent candidates for positions related to technical work. The technical recruiter collaborates with managers to understand the role that needs to be filled, assists in the development of job descriptions, drafts advertisements of recruitments, selects placement agencies to work with and identifies and assesses appropriate candidates through resume reviews and interviews. They know the language of the industry, so they are more effective at screening candidates. Additionally, they have contacts in the tech industry hence widening your access to the pool of tech talent. They can help you have peace of mind by taking over the hiring process from your hands and selecting the best candidates to continue providing a positive first impression of your brand and company.
A tech team which does its work properly has the biggest impact on your brand’s success. However, creating this team on your own can be tough. It is difficult because the tech industry is a rapidly growing one with an increased demand for specialized labor. Unfortunately, there are not enough workers to match this demand; this leads to companies having a lot of competition and them trying to win this race by providing higher salaries and extra perks.
So, hiring a technical recruiter can help make this task easy by getting the best qualified people for the jobs. They will make sure that your tech roles are occupied by the most suitable candidates.
This article talks about how you can find such talent and also for your help provides a few links; use these links for the best entry level technical recruitment.
How to hire a technical recruiter.
There are various types of technical recruiters like in-house technical recruiters, outside technical recruiters and VC recruiters. While deciding which recruiter to hire, you need to first ask if a recruiter is actually needed; the term ‘technical recruiter’ isn’t one which simply adds to the aesthetic of your company. It is a real role which can bring about positive change in your brand and boost its impact. So, first ask yourself if you actually need a technical recruiter. Following that, there are a few things you need to make sure your recruiter has, like –
1) Being result driven
2) Knowing how to think strategically
3) Having good social recruiting skills
4) Having technological aptitude
5) Being flexible and adaptable and
6) Having advanced negotiation techniques on their sleeve.
These are just a few skills you need to make sure the people you are interviewing possess. When it comes to hiring technical recruiters, there are a few steps to guide you through the process.
1) Come up with the job: Choose a position that is the kind that your candidate will be recruiting. It could be the last role you hired related to tech. Keep this as your prototype and make a clear and understandable job description. Make sure that your job description is detailed and answers every question the candidate might have about their role. Your technical recruiter candidate will be the one preparing interviews for this position, so make sure they have no queries about the job.
2) Prepare three profiles: Come up with three different developer candidate profiles which are distinct and unique. Try being variable: have a person with less experience but more enthusiasm, a person with more experience but a bit of narcissism. Create a long backstory for each candidate so that they can be portrayed during the interview.
3) Have your candidate try out each profile on you: Make your tech recruiter candidate interview you for each profile. Since you have constructed the profiles, try answering each question based on the profile. Note down the type of questions your interview (the tech recruiter candidate) is asking you and make note of things like how technical are they, are they appropriate, are they framing the questions well etc. Also note their consistency of questions; do they stick on to only one aspect of the interview, do they repeat the same questions? This is the crux of the process; to know how the candidate can handle various types of interviewees.
4) Ask your candidate who they would hire: Here is where you learn about your recruiter candidate and their thought process. Ask them how they evaluated each answer of each candidate and how they weighed different impressions and compared them to each other. Finally, you want a recommendation from the recruiter about who they think would suit the role best and why.
Now that you know the process of interviewing a technical recruiter candidate, here are a few questions to give you a direction of what your candidate should be able to answer –
1) What is your awareness of employee branding?
2) How do you rate yourself in different areas?
3) What kind of technological experience do you have?
4) What have your accomplishments been as a technical recruiter?
Use these links for the best entry level technical recruitment.
We will now talk a bit about some links; you can use these links for the best entry level technical recruitment. This makes your job a bit easier since it narrows down your search and makes you feel a little less clueless.
2) https://www.glassdoor.co.in/index.htm
5) https://in.indeed.com/?r=us
Hiring a technical recruiter can be tough because of many reasons. It is a decision which will impact the kind of people who work in your company so there’s a lot of pressure on your back. If you don’t have experience in the hiring process, you will take a lot of time to make sense of it. It’s in times like these that using websites like Github and Dice can help make your job a little easier. If you feel that using these channels isn’t your cup of tea, you can always revert to employee referrals and word of mouth for hiring recruiters.
Conclusion
Hiring the best technical recruiter is the key to assembling an efficient technical team. However, it is important to remember that the position is a specialized one. It has many additional requirements other than experience and education like curiosity, technical awareness, ability of passive sourcing and flexibility. It can be challenging to find and retain such tech talent, so it pays to have access to the hiring market. You can also offer employees training and certification which will help you get better-qualified employees and also benefit your employees by challenging themselves and boosting their skills.
