Staff recruitment is generally defined as consulting, sales and / or marketing (the candidate or company that employs). No matter how you call it, it can be extremely simple, but at the same time demanding. There are some things that make it easier and less demanding. Some of these rules include what a new technical recruiter needs to know in order to be a successful recruiter.
Some of the methods are:
- Understand the technical description of the work –
This includes an analysis of the job description, and then getting answers to your questions from the hiring manager. If you are a corporate recruiter, you can get them directly. Indirectly, you can get them through a customer service manager if you work for a recruiting company.
- Conduct technical screening –
It is believed that evaluation is one of the most important skills that a technical recruiter should have. But you cannot pre-select or select technical candidates, if they do not fully understand the new technologies. Even if someone knows about the existence of new technologies, he / she should understand how they are used in the contracting company. To this end, the recruiter can use the recruiter’s training DVDs. Technical selection and pre-selection have a sense of art about them. The implementation of pre-selection and the implementation of technical assessments of candidates will increase the accommodation factor, the accuracy of the required compliance and will save more time. Any good DVD for recruiter training can be used to understand the subtleties. Ideally, both the job description and the candidate’s resume are necessary for pre-selection, but it can still be done only with the job description.
- The following process:
Another important skill is the ability of a technical recruiter to track candidates for status information. Monitoring is the process of informing a candidate if the manager has accepted or rejected his or her training program. It is always a wise practice to keep track of candidates who have applied.