A technical recruiter finds suitable candidates for technology jobs, working with hiring managers and candidates to ensure a good match. They may attend job fairs and conferences, and must have a strong understanding of job details and industry knowledge. The recruiter discusses job requirements with the hiring manager and may already have possible candidates in mind.
A technical recruiter specializes in identifying good candidates for jobs in the technology industry. Some technical recruiters work independently, while others are employed by a company’s human resources department. The technical recruiter works with hiring managers and candidates to ensure a good employee-job match and can play a significant role in the hiring process. Independent technical recruiters usually work on commission, receiving compensation only if the candidate is hired by the employer.
The key to a technical recruiter’s success is their ability to find potential job candidates. Depending on the technical recruiter’s experience and connections, he may spend a lot of time at job fairs, universities, and industry conferences in an attempt to find students and professionals to add to his network. Technical recruiters themselves may have experience in the technology industry, and those placing candidates in very high-level positions generally must possess a strong understanding of job details, including significant technical and industry knowledge, in order to facilitate a good match.
Many technical roles require specific skill sets, and it can sometimes be difficult to find a job candidate who has the skills, experience, and character required for the job. The technical recruiter begins his search for the right employee by first discussing the position with the hiring manager or human resources representative overseeing the hiring process. She will find out the job requirements and, if she is not familiar with the employer, she will also try to learn something about the company’s culture in order to ensure that the candidate’s personality fits well with the organization. She should also be familiar with the organization’s hiring policies, including basic issues such as a criminal record or financial problems, along with relevant hiring and anti-discrimination laws.
Depending on the situation, the technical recruiter may already have several possible candidates in mind for the job. If he doesn’t know of any suitable candidates in his own network, he’ll start a search. Typically, this involves cutting out online resume services, but the technical recruiter may also initiate a candidate search by targeting successful individuals who are working at other companies. After contacting a prospective candidate, he will begin the process of verifying the candidate’s credentials and possibly conducting a preliminary interview. If the recruiter thinks the candidate is a good candidate, he can introduce him to the hiring manager.
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