The most common challenge an IT recruiter seems to face is the limited knowledge of technology. Given that the candidates an IT recruiter screens on a daily basis have skills and knowledge about the current tech happenings, it is not a cake walk to keep up. Especially for recruiters who come from comm or sales background, which is the case for most recruiters. There are hardly those who choose to change their field of work after engineering or are curious about the backend technology. For those of you who fall into the former category, here are 11 things IT recruiter should know to up your game in tech recruitment.
Mentioned below are some of the things it recruiters should know to work at your best while on the job -
1) Ask for help.
Yes, of course! And reading this article also implies that you are seeking help. But here we mean, you must go out and talk to the Subject Matter Experts about a role that you might have close to zero understanding about. The idea is for you to understand the tech concept well enough to not forget it for a long time. And only the experts can help you with that, understand the tech jargon in a form of stories, that would help in keeping your memory strong in remembering those skills.
2) Learn from your candidates.
When talking to a candidate about technologies you have little knowledge about, have the candidate explain them to you. If the candidate is able to explain their technical skills to someone who is a tech ignorant, there are good chances that this candidate has the ability to knock the socks off the hiring manager as well. But don’t take our word for it, if you are really a tech illiterate then you might end up being fooled 😛 and in that case, you always have our good wishes 🙂
3) Join a social tech group.
One of the easiest ways to learn from the best is by reaching out to the techies online. Get your way into the right social tech groups which you can easily find on Facebook, LinkedIn, and other popular sites. There are also specific fresher groups for tech that you can be a part of before getting on those calls with your candidates.
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4) Instructional Videos.
In 2015, “how to……” was one of the most popular searches on Google. These searches led the user to YouTube where there are multiple instructional videos. This can be a valuable asset to recruiters since you can learn and can make all the difference in comprehending technologies under 5 minutes and filling those empty chairs for your respective clients.
5) Broaden your horizon.
Once you have gained some experience in recruiting IT candidates, most recruiter finds their “niche” technology or position. It’s the technology that they understand the best or have a strong hold on picking the right candidate from. But don’t stop there and get out of your comfort zone! Continue to gain knowledge on new technologies that you don’t have the best grasp on, it will give you access to new opportunities for your candidates and yourself. Basically, be the jack of all trades.
6) Strong sales skills
Recruitment requires selling. If you haven’t figured it out yet or if you disagree, you aren’t doing recruitment right. Not only do recruiters need to sell their clients (internal or external) to the candidates, but also have to convince the candidates about how the role is the right opportunities for them. So along with working on the tech skills, our advice is, you must also skill yourself with a thing or two about sales. It will take you a long way with those closures.
7) Relationship building
Don’t be one of those recruiters who call the candidate out of an old directory and parrots the same pitch to one candidate after the other. If you are really interested in acing the recruitment game, then pull up your socks and get your professional relationship game strong. Given the growing social media circuit, it’s fairly easy to track your candidate and find out who they are and what they like personally. No, this is not stalking! This is knowing your candidates enough to be sure of which client would fit into their career goals the best. It’s a win-win for all when the candidate and client find the right match in each other and you find your target meeting that perfect mark.
8) Hunter’s mentality
Most recruiters are nicknamed as hunters since they are always on a lookout for the right target that would match their clients’ need. For you to be a rockstar shooter, you are required to know your candidates well enough. Break out of the same old Monster and Naukri routine searches and get on cold callings, social media, boolean search and other niche networks to find those gems that are above ordinary. That is the only way to find a candidate that is better than the others in the game.
9) Strong follow-up skills
This skill is a life changer. Not only will strong follow make sure your candidates never forget you and your interview slots, but this will help you go a long way in every other aspect of life. Great follow-up comes with persistence, it’s knowing that if you consistently reach out to your set of candidates there is no way they won’t consider you important. This has been a problem with most recruiters I know, that the candidates don’t seem to give them the kind of attention one must to a recruiter. Strong follow-ups are the only way to build on the required rapport with the candidates.
10) Be a consultant
Recruitment is an art that needs skills that can only be learned with experiences. In your case, since you are reading this blog, you are going to be skilled at the end of this read. However, my point is that you need to bring more to the table for both your candidates and clients. One of the ways of doing that is by being their advisor and not a mediator. You are hired to get a job done, the same job that you do every day and that should make you a go-to for those of who don’t have a better understanding of the current recruitment markets. You are no basic recruiter, you are an expert in your own field. Use those skills to advise your candidates on what would be the right job for them, or to your clients by consulting them on who would be a better pick out of those top shortlisted.
11) Think of the bigger picture
Just because the candidate you called is not the right fit for the role in question, doesn’t mean he will be jobless all his life. You as a recruiter need to think of the bigger picture always. If you have a good candidate, you will also have a relevant opening for him/her, if not now, maybe sometime in the future. To be a rockstar recruiter, you have to keep your own directory in place to fit the right candidate into their apt roles.
So here you have all the tips that you might need to know while you are aiming at acing your recruitment game. It’s not going to be easy, or something that you can do overnight. It is a process that needs to become a habit for you to call yourself a Rockstar Recruiter.
If you or anyone you know is looking for a place to explore recruitment skills then take another one of my advice and find your way to SutraHR. Call: 87 67 427 427 or just drop in your resume at email@example.com