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How to Become a Better Technical Recruiter?

What is a technical recruiter? And what does a technical recruiter do?

The job of a technical recruiter is to make 2 stakeholders meet. These stakeholders are the hiring company and tech talents. The hiring company benefits from tech recruiters by getting access to qualified tech candidates. The candidates can improve their careers through such partnership. 

Should tech recruiters have a background in computer science?

It’s desirable, but not obligatory. The technical knowledge required for this job can be acquired without an MA in tech. Recruitment mostly requires communication and management skills. There’s no actual coding involved. The technical competency is required to understand job requirements and candidate’s background faster. 

A technical recruiter’s salary in the US ranges between 65k and 120k per year. 

According to angel.co data

Traditional vs. Technical recruiter

Technical recruiters differentiate from the traditional recruitment specialists by knowing their niche. IT companies require a specialist who can understand their narrow work specifics to maintain a meaningful conversation with potential candidates. 

The technology industry is growing insanely fast. It also gets more complicated for those who aren’t involved. Traditional recruiters aren’t effective in supplying qualified candidates anymore. Everyone needs a narrow focus in this field.

Technical Recruiting Firms vs Contract Technical Recruiters

Compared to traditional recruiting both options can bring the desired outcome to the hiring companies. However, having an in-house tech recruiter brings in some benefits. Companies with high employee retention can educate their tech recruiters according to their domain. In-house recruiters also get involved in onboarding and retaining the hired employees, which may be a plus for some. 

Technical recruiting firms are mostly paid per result, making it a more transparent ROI. Some of the recruitment agencies provide dedicated full-time tech recruiters. It’s a reasonable compromise between the two. If you represent a hiring company and need to make that choice, it’d depend on your company’s financial and strategic planning. 

For the recruiters, technical recruiting firms give a more diverse experience. In modern reality, employers value the flexibility to adjust your skills to the needs of their projects quickly. One more scenario to gain flexibility is to become a freelance tech recruiter. 

Got an Upwork account with a good track record? Or you’ve built a strong network and personal brand on LinkedIn? remote freelance recruiting is the way where technical recruiters make more money. 

Why do IT companies Hire tech recruiters?

At scale, hiring a specialized recruiter often turns out to be a highly profitable endeavor. An IT technical recruiter optimizes developers’ time, helps companies find and attract highly qualified talents, and negotiates on behalf of the company. 

Optimize Developer’s Time

Engineers still have to take part in technical interviews. However, what we can do to unload the engineering team is to create an accurate job description, attract the right candidates and qualify them for the final interview. 

This way, the highly paid engineers aren’t distracted with avoidable meetings and only speak to talents that match the job requirements. 

Source Potential Candidates

Even during the period of the COVID-19 pandemic, the demand for tech talent is still high. In normal market conditions, the competition for qualified employees is insane. With that said, tech recruiters spend a significant amount of time searching for and attracting potential employees.

Negotiate and Win the Offers

Sales skills are highly valued among recruiters who search for highly competitive jobs. 

The thing is, highly demanded employees know what they can choose from and finding one just isn’t enough. Recruiters have to attract and convince the candidates to take that interview and to accept that job offer. The ability to create interest, build relationships and persuade has a higher priority compared to tech knowledge (yet, this doesn’t mean tech knowledge isn’t important).

How to become a technical recruiter?

The world is getting more and more technological, so companies will do even more tech hiring. The 2020 economic crisis has undoubtedly put temporary pressure on recruiters, that’s for sure. But there’s still enough work to do and it’s a question of months until things start adapting and recovering. 

Skills technical recruiters need.

Technical recruitment is a profession that will only get more valued. To become good at it, the tech-recruiters-to-be will need: 

  • Sales skills. Engineers don’t have the time and responsibility to attract and negotiate with candidates. The most highly performing tech recruiters create interest and persuade highly qualified candidates to take interviews and offers;
  • Tech knowledge. To understand the company’s job requirements and maintain a meaningful conversation with candidates. This will require constant learning as the technology evolves, updates and there’s not much we can do about it. 
  • Read and understand developers’ CVs fast. This requires a high awareness of the technological landscape. Engineers use specific terminology to showcase their expertise. Considering how fast things change in this industry, understanding these things will be challenging throughout the whole career. Fast learners will gain a lot of advantage in this profession. 
  • Presentation Skills. First, to present opportunities to candidates assertively and help them make the right career decision.  Second, to present candidates to the hiring company and help the authorities make the right hiring decision;
  • Networking and Relationship-building skills. The world is small, the candidate that didn’t fit one job today could be a perfect match tomorrow. At companies, goals may differ and your reputation and connections can become your most valuable asset in tech hiring. Aim to become a trusted career agent to the talent and to become a hiring advisor to the employer. Always treat people with respect and invest time in growing your recruiter’s network. 
  • Curiosity. The most productive technical recruiters ask questions. They are interested in what the company is doing, what the candidates are and what they want to become. Asking good questions about goals, reality, opportunities and plans is something that differentiates average tech recruiters from the top-performers. 
  • Lie detection. Companies can overestimate what they’re doing. This may lead to candidates rejecting the job offers, completing their trial periods or losing trust to you as a tech recruiter. Candidates may say whatever they have to seem a better fit for a role. Finding out what candidates and companies truly want is key to matching those intentions. So yeah, if you haven’t watched the ‘Lie to Me’ series, definitely put it on your list. 
  • Stress-resistance. Technical recruiters spend a lot of time rejecting or being rejected. And that’s while they’re under tight deadlines. They’ll face ethical dilemmas from time to time. They’ll face companies and candidates lying (see the point above). Handling these aspects of the profession over a long period of time will take guts. 

Technical Recruiting Tips

The start of a technical recruiter’s career can be frustrating. You’ll deal with tons of technology terms and uses, developers complaining about recruiters and not accepting the offers. The following technical recruiting tips can save you tons of time and nerve cells:

Establish relationships with developers. 

The ultimate goal for tech recruiters is to fill most vacancies with the help of referrals coming from other candidates. So yeah, the company pays you, but you’ll have to play on the candidates’ side. Long-term, more companies are looking for technical candidates than technical candidates looking for companies. To do that:

  • Find out what developers like and dislike;
  • Nurture the relationships in your network;
  • Position yourself as an expert. 

Learn what developers like and dislike. 

Developers don’t like to receive calls for irrelevant jobs. Developers don’t like receiving calls during the working hours. 

What they do like is when recruiters call them with the right opportunity and show the benefit of talking to them without being obtrusive. Developers do like to speak with prepared people. Luckily, it’s possible to prepare technical recruiter interview questions and answers before the call most of the time. The following will help:

  • Learn more about your candidate as you prepare for that call;
  • Make sure you know what the job is about;
  • Ensure it’s the comfortable time for a conversation;
  • Explain the value of talking to you. 

Nurture the relationships in your network

Sadly, what technical recruiters do, is they often just send a message to a potential candidate and forget about it. With this happening, it’s impossible to win the role of a personal lifetime career agent for your candidates. Therefore, forget about referrals. 

Whatever the case, in tech recruiting, it’s important to follow up and keep your connections warm. You can do that by:

  • Attending or, even better, hosting networking events;
  • Posting relevant, useful information on networking platforms like LinkedIn;
  • Following up on your previous conversations. 

Position yourself as an expert.

The only way to position yourself as an expert is to become one. Learn from each conversation and interview you’re having, be curious about things you don’t know yet, read StackOverflow and Reddit communities to position yourself as part of the industry.  

Invest in tools for tech recruiters

Though the recruiter’s work is human2human, the modern recruiters have to arm themselves with tools that can automate simple, monotonous and time-consuming tasks.  Here are the recruiting tools we recommend to check out:

  • Hikido – a tool for contact lookups, focused specifically on technical candidates. They also have extra functionality for list management and qualification.
  • Linkedin Recruiter – no need for introduction, it’s the recruiter’s functionality for the world’s biggest professional social networking platform. A must-have. 
  • Turbohiring – all-in-one sourcing tool for technical recruiters in Ukraine. Only Ukraine so far, but we hope their relatively new platform will grow further. 
  • Breezy HR – this tool has deserved their popularity due to the wide set of features they provide. It’s great for applicant tracking, team collaboration, scheduled SMS and email follow-ups. 
  • Checkr – we typically check candidates’ background manually, but this tool can provide international recruiters with information otherwise not easily accessible. Check it out. 

Manage Stakeholders

One of the most stressful parts of the job is getting both the hiring manager and tech candidate on the same page. Hiring managers want to have a choice of candidates and at the same time, they want recruiters to minimize the number of candidates to be interviewed. 

Which makes tech recruiters bounce back and forth between these two parties. This environment makes a perfect platform for miscommunication. If you overcome this challenge, you’ll be better than most recruiters on the market.

This is where companies will benefit from having a recruitment and selection policy. Tech recruiters will benefit from having strong morale in treating candidates ethically. 

Overcome Candidate Objections

Sales ability is a high-priority competence for technical recruiters. Both the hiring authority and the candidates will have objections as they go along the hiring process. 

Recruiter’s task is to be curious enough about the motives of the objections. While a beginner recruiter will perceive it as being rejected, the seasoned professional thinks of objections as a form of interest. Learning to overcome objections from salespeople naturally will increase the number of people you’ll help.

Resources for Tech Recruiters

Apart from the tools mentioned above, there are a couple of useful resources that will help you become a technical recruiter. These are books, blogs, interactive apps and courses:

  • Full-stack Recruiter by Jan Tegze. It’s the first book beginning specialists have to read to become technical recruiters. An essential read.
fullstack recruiter cover
  • Sourcing Games – Already read the book by Jan Tegze? Go to his website. He has unique games that will sharpen your sourcing skills and train you to be innovative and creative. 
sourcing games
  • Geekology– Makes the technical language easier to learn and understand. Just don’t confuse Geek and Greek. 
geekology
  • Github – is the world’s biggest coding social media. Like Instagram for sharing code. Tech talents from all over the world share their work with the open-source community, reveal their contacts and gain reputation. If you know what you’re looking for, you can find great talents, not available elsewhere. Use the advanced search for users to get the most out of the platform.
github advanced search
glassdoor employer blog
  • TechCrunch – always be on top of the trends and news in the tech world
techcrunch

What is the future tech recruitment career?

The Novel Coronavirus and 2020 crisis have led to massive layoffs. This balanced out the offer and demand balance on the tech job market. Therefore, many recruiters are unsure about the future. 

We’re sure that the world is going to keep getting more and more technologically advanced. The demand for tech talent is going to go up fast as soon as people and organizations adjust to modern reality. There will be more and more technical recruiter jobs on the market. Now is the right time to get into the tech world. And choosing the tech hiring direction is one of the fastest ways to do that. 

Author:
BCare Agency Content Team

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