8 Things to Make Technical Recruiting Easier

Photo by SHVETS production from Pexels

The process of technical recruitment can be a difficult task. From screening candidates to bringing them on as new hires and everything in between, knowing how to do it effectively is the most challenging. As new technologies arise, the hiring process changes. This makes it even harder for recruiters to complete their jobs successfully.

Let’s look at 8 things that can make technical recruiting easier:

  1. Understand what the hiring manager is looking for.

The hiring manager instructs technical recruiters on what kind of candidates they’re looking for, what skills they should have, and so on. Recruiters must know how to find those candidates while understanding when to look between the lines. Sometimes hiring managers don’t fully grasp the skillsets or experience best fits their needs. Recruiters should be able to fill in those gaps and find candidates that meet those needs.

  • Know how to write a killer job description.

Job descriptions are one of the most important things candidates will see when job hunting. Having a description that is clear, enticing, and detailed is the perfect recipe for attracting the right candidates.

  • Brace for negotiations.

Highly-demanded positions, in certain industries particularly, may mean negotiations are a part of the hiring process. Candidates with extensive experience could be approached by several companies for a job, or they might be applying to several jobs at one time. If that happens, they could have grounds to negotiate salaries, schedules, and more. Recruiters need to be aware of what they can leverage to get those candidates.

  • Develop a ‘candidate persona’.

Hiring managers will provide recruiters with a list of preferred qualities, skills, and experience. This can be used to create what is known as a ‘candidate persona’—a general profile of the ideal candidate. That data can furthermore be utilized to find him or her.

  • Take an active hiring approach.

Instead of only evaluating candidates who apply for a position, seeking out currently employed candidates who fit the hiring manager’s general criteria is a good approach. Often, candidates who already have a job may be open to the idea of changing careers. A new experience, higher salary, flexible schedule, and other such differences could be the reason an employed candidate considers other career options.

  • Utilize all the best recruitment tools.

Automated tools have been created to make the hiring process faster and more efficient. Things like online technical and soft skill assessments are more accurate while reducing costs, but keeping the quality of candidacy high.

  • Look beyond technical skills.

Soft skills are equally, if not more, important in many cases. Candidates need to have a good balance of technical and soft skills. However, recruiters should be able to understand how much of each the hiring manager’s ideal candidate needs to have. Online assessments can help with this.

  • Evaluate skillsets appropriately.

Part of the recruiter’s job is to evaluate candidates’ skillsets. They must do so to the extent that a candidate shows they clearly understand what they need to in order to perform the job effectively. This also requires recruiters to know the industry they are trying to hire in, what the necessary skills actually do, and more to evaluate candidates appropriately.