Finding the right talent is challenging, no matter the industry. So when it comes to an industry as specific and demanding as tech, it only gets harder. Tech requirements come with a definitive skill set that will help an organization in particular. To expedite the process of technical recruitment and ensure that the talent hired matches the demands of the company, a technical recruiter is required. They bring their own knowledge about the industry to the table and use it to deliver candidates relevant to the job description.
It’s unlikely that every organization has an internal tech recruiter, as most of them have general recruiters who work on all kinds of requirements. This is where technical recruitment agencies come in handy. The specialized recruiters get a download of the opening and work according to the prerequisites mentioned. As they have knowledge and experience in the tech industry, it accelerates the process.

Here are 5 things you should know if you’re a technical recruiter:

1) SOMETIMES, MOSTLY, PEOPLE ARE CONFUSED:

Not everyone knows what they want. It’s a fact. A couple of years ago, one of our recruiters was in touch with a candidate looking to work at an innovative startup. The candidate made it clear that he wasn’t interested in working at an edtech startup, though he had no experience of working at one before. When an exciting career opportunity came up at a fintech startup, the candidate was finalized for an f2f interview. While there, he found out about an opportunity at an edtech startup and decided to go for an onsite interview, just for the experience. To make this short, the story concluded with him ending up working at the edtech startup.

A lesson learned over the years is that most people do not know what they want. Recruiters need to ask the right questions. More importantly, recruiters need to ensure they say the right things when pitching a company to a candidate. The right conversation between the right people (you and the candidate/company and the candidate) can strike a chord and it may end up being the perfect match.

2) TREAT CANDIDATES LIKE YOUR TREASURE:

As a recruiter, developers and engineers looking to get placed or for a change will largely depend on you to find the right job for them. Currently, there’s no shortage in companies for technical positions. However, finding candidates willing to work with you is a lot harder. Every candidate is an asset to you, treat them like one. They will remember the help, tips, and guidance you offered them, the inside info they received, and how you went the extra mile to get them the perfect career opportunity. Even if they don’t get placed immediately, building a great rapport with them will get you in their good books, and they’ll come back to you when they’re looking for a change. They might even spread the word and refer you to others looking for a job.

Outsource your technical requirements to our expert technical recruiters.

3) SIDE PROJECTS

Generally, recruiters work on an incentive basis. While a regular monthly salary might suffice for you and me, these guys look forward to the day their phone goes ka-ching with an extra “account credited” notification. Prior to this stage though, is the monthly struggle of reaching their targets to be eligible for the incentives. The stress can get overwhelming, and the competition is tough. To get through it, having a simple and achievable side project can help.

For example, two colleagues who chose to remain anonymous participated in the Mr. & Miss Mangalore contest as a side project. Their passion is widely supported in the organization and helped them get a good push of motivation to achieve their targets. For those who care, they made the list of top 6.

4) A RELEVANT BACKGROUND

Let’s get one thing straight – this is a sales job. You’re trying to sell the job to the candidate and the candidate to the job. Whether or not you have an engineering or a tech background, it really depends on your sales skills. It would, however, be beneficial to learn a few basics to be better at your job and also have knowledge about the industry standards. Having basic knowledge will result in you sounding better than your competitors while pitching and get you some credibility.

5) REDUCE MANUAL WORK

While working as a technical recruiter, it would make your life 10x easier to use some of the tools developed by engineers.

Buffer: Smart recruiters use social media to its full extent. Buffer helps you schedule, publish, and analyze your posts in one platform.

Boomerang: Schedule emails to go out anytime you want and set reminders to follow up with candidates or clients. Boomerang helps you bring emails back to the top of your inbox whenever you’d like them to.

Calendly: Set meetings, calls, or interviews while giving people the option to pick a time slot via calendly to avoid the messy back-and-forth emails.

Rapportive: As a recruiter, rapportive is the easiest way to acquire information about someone directly from your inbox. Rapportive provides you with the LinkedIn profile, job, location, etc. of the email ID you’re mailing to/received a mail from.

Evernote: Evernote lets you save your ideas, reminders, pictures, to-do lists, or any notes and store them permanently. It’s also easy to find your notes and share them with others.

If you know any other tools/tips for technical recruiters, share them in the comment section below!

If you’re looking to hire great talent via specialized technical recruiters, call +91 87 67 427 427 or email buzz {@] sutrahr.com.