How to hire a suitable tech recruiter
by Tatjana on May 15, 2018
You don’t have to be a recruiting expert or a hiring master mind to know there are certain rules and requirements that need to be obeyed and fulfilled in order to have a fully functional and above all motivated team. Welcoming new members aboard can get surprisingly difficult sometimes (even if you followed all the instruction and your instincts too). Recruitment agencies are there to help you avoid these situations, but you should acknowledge the fact they’re not unmistakable either. The good news is that chances of having hiring doubts and problems can certainly be minimized (let’s not be pretentious and speak of completely eliminating these odds, at least for now). Good HR strategy can substitute the usage of crystal ball and help you spot potential problems before they actually occur. And you’d need the right staff to create a successful staffing strategy. There’s a whole set of rules and distinctions when it comes to recruiters too.
What does it take to succeed as a tech recruiter?
- Dedication with a dash of gazing
- The thin line between being thorough and plain scary
- The importance of questions and coffee
Be specific about what truly matters so they can spread the word.Let’s imagine for a moment you’re contemplating a career change. You’re receiving some offers and this really poetic text hits your mailbox. You’re being informed about some utopia among IT companies, everyone there has some cool Tolkien - like title and they’re all having so much coffee you can’t help but wonder if the job’s actually on a plantation. Feeling special because you received an offer like this yet? Of course not, you know better. So does a (potentially) good recruiter.
Attention, employers! Do not withhold information from our fellow recruiter.If the employer (or some other person in charge) doesn’t provide a recruiter with the necessary information, the result might sound like random babbling about unicorns, rock stars, vegan burgers etc.
Recruiter needs to be all about the questions.And they need to be well informed and up to date. You should be looking for a tech oriented HR enthusiast who’s asking the right kind of questions and who’s able to correctly rank benefits from “very important” to “wow, look – a doormat that glows in the dark”. It’s easy to spot a person who’s eager to learn and develop new skills. Successful recruitment has very little to do with seniority itself sometimes. Have this in mind while hiring:
Experience does not necessarily equal the amount of time spent doing something.They should be asking significant questions, and so should you.