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How to Become a Technical Recruiter

How to Become a Technical Recruiter

Is there any way to get started on how to become a technical recruiter or to improve your skills if you’re already one?

No matter where you are on the HR career ladder, there are a number of things you can do to improve your chances of success.

In this post, we’ll show you how to become a technical recruiter and how to hone your craft. To help you get started immediately, we’ve compiled a list of doable suggestions.

What is a Technical Recruiter?

Hiring for information technology (IT) positions is the sole focus of a technical recruiter.

When it comes to filling open positions, they work closely with hiring managers to identify and select qualified candidates.

Recruitment firms or in-house HR departments can employ technical recruiters.

Technical Recruiter Salary

The remuneration you’ll obtain as a recruiter should also be considered when deciding “how to become a recruiter?”

According to the Bureau of Labor Statistics, the average annual salary for a human resources specialist in 2017 was $60,350.

In terms of salary, a Technical Recruiter’s annual salary is $48,734 (median $50,863).

How to Become a Technical Recruiter

1.Get a Better Understanding of the Subject Matter.

Technical recruiters are expected to have a background in technology. The truth is, this is a rare occurrence in real life.

It’s rare for developers to take on the role of a recruiter. Psychologists, business people, marketers, human resources personnel and sociologists make up a large percentage of technical recruiters.

You don’t have to be an engineer to find engineers to work for your company. There is no doubt that if you have a technical background, you will have an advantage when starting out.

Your chances of getting hired as a technical recruiter will be better than someone with a psychology degree and no tech experience if you have worked in Java, for example.

2. Hone your Non-academic Talents and Abilities

However, there is more to recruitment than just your educational background, and your degree may be a reflection of your interests and passions.

You’re more likely to be successful as a recruiter if you have certain characteristics, both mental and emotional. Included in this list, per the Bureau of Labor Statistics are:

Effectiveness in Interaction

It is essential for recruiters to be able to convey their message while also being attentive to the concerns of their potential hires.

The Ability to Make Sound Judgments

Decisions have to be made on a daily basis by human resources professionals, as well as to resolve disputes or defend their position when necessary.

Being unable to make a decision is a major red flag.

A Keen Eye for the Smallest Details.

When it comes to HR, being able to identify relevant information is essential.

You shouldn’t be alarmed if you see a binder in the office of a recruiter because they need to be focused when doing background checks or keeping records.

If you don’t like filling out paperwork or making phone calls, you might want to think again.

3. Be Familiar With the Resources at Your Disposal (and be open to new ones)

There are a plethora of recruiting tools available today, and narrowing your search to just one can take a considerable amount of time.

Choosing the right tool usually necessitates watching a number of demos in order to make an informed choice, which takes a considerable amount of time.

Having said that, I think it’s a wise investment. If you use the right recruitment tools, you’ll save a lot of time that you would otherwise spend doing manual work.

When it comes to personalization, remember that automating the right tasks frees you up to spend more time on it without sacrificing quality.

Make intelligent decisions about the tasks you choose to automate.

Spend as little time moving things as possible by taking advantage of integration opportunities and/or selecting solutions that allow users doing more than a thing (i.e. developer screening and interview, like our very own DevSkiller).

4. Spend Time Getting to Know the Candidates You’re Considering for Employment.

They all have one thing in common: Developers hate recruiters.

Today’s recruiters have a bad reputation with developers because of their lack of understanding of a developer’s job, spamming them to death, and employing a variety of black-hat hiring methods.

Put your efforts into making the hiring process more human and creating a positive candidate experience rather than simply increasing pay and benefits.

In order to deviate from the norm, start by learning about what developers like and dislike about the hiring process.

Some 22% of all developers do not even have a LinkedIn profile. One of the most popular ways to hire developers is through this channel.

To put it another way, most recruiters aren’t even looking in the right places.

Another 17 percent of developers say the interview process is their least favorite part of the hiring process because it takes too long, recruiters ask irrelevant questions, or they have to go into the company physically.

Another 15.11 percent dislike writing and updating resumes, and 14.46 percent dislike writing cover letters.

Finally

Technical recruiters should always keep up with the latest technology and work extra hard to ensure that their candidates have a good experience during the hiring process.

This is the main difference between a technical recruiter and any other type of recruiter.

Fortunately, this is not an insurmountable task, as today’s workforce desperately needs talented technical recruiters. Is there anything else you’d like to do before this?

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