The areas of responsibilities/skills for the Technical Recruiter include: Review. Technically review job descriptions in order to understand the needs of the hiring manager as well to ask questions that will help identify the right candidate(s). Understand technology, technical roles and technical skills in order to provide and meet the client’s needs. Identify. Sourcing and uncovering candidates. Must have experience or the ability to source and identify candidates through numerous job sourcing avenues, i.e. LinkedIn, Indeed, Monster, ZipRecruiter, etc. Screen. Ascertaining the competence and technical capabilities of candidates through phone screens by matching the job requirements to the candidate’s skillset. Interview. Meeting candidates by phone, in person, or video conference to assess their qualifications both technically and personally. Following up. Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Build your network. Present. Showing or offering candidate resumes to hiring managers to scrutinize or consider. The end result needs to be the presentation of employ-able and qualified candidates for technical positions in various industries and for job roles such as network engineering, software development, systems administration, database development, architecture, business processes, etc.
To carry out these tasks the technical recruiter needs the following skills: Technology knowledge – Ability to understand technology on a basic level and learn terminology to keep abreast of technology trends at Aston Technologies and in the IT Industry. Confidence and Persistence – The ability to be comfortable speaking to all levels of an organization and all levels of technological expertise. Developing the mentality that coming up empty or short is never an acceptable outcome. Recruiter’s maturity level needs to equal or above that of the candidate (an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). Nothing is impossible in recruiting. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience. Inquisitiveness – Being able to ask the appropriate and indicative questions to your account managers, hiring managers, and candidates. Relationship Building – Start every conversation with the intent to build, develop and maintain relationships with your candidates.