A technical recruiter is a professional who specializes in locating qualified candidates for positions in the technology industry. Some technical recruiters are self-employed, while others work for a company’s human resources department. The technical recruiter collaborates with hiring managers and candidates to ensure that the employee and job role are a good match, and may play a key role in the hiring process. Technical recruiters who work independently are frequently paid on a commission basis, with compensation paid only if their candidate is hired by the employer.
The ability of a technical recruiter to find potential job candidates is crucial to his success. Depending on the technical recruiter’s experience and connections, he may spend a significant amount of time attending job fairs, universities, and industry conferences in order to meet students and professionals with whom to expand his network. In order to facilitate a good match, technical recruiters may have prior experience in the technology industry, and those who place candidates in very high-level positions must often have a strong understanding of the position’s specifics, including significant technical knowledge and the industry.
Many technical positions require specific skill sets, and it can be difficult to find a candidate with the necessary skills, experience, and personality for the job. The technical recruiter starts her search for the right employee by speaking with the hiring manager or the human resources representative in charge of the hiring process. She will learn about the job’s requirements and, if she is unfamiliar with the company, she will try to learn about its culture in order to ensure that the candidate’s personality will fit in well with the organization. She should also be familiar with the organization’s hiring policies, as well as any relevant hiring and anti-discrimination laws, as well as any background issues, such as criminal records or financial difficulties.
The technical recruiter may already have several candidates in mind for the job, depending on his situation. If he doesn’t have any suitable candidates in his own network, he’ll start looking elsewhere. This usually entails scouring online resume databases, but the technical recruiter may also start their search for candidates by contacting successful employees at other companies. He’ll start the process of vetting a potential job candidate’s credentials and possibly conducting a preliminary interview once he makes contact with them. The recruiter can present the candidate to the hiring manager if he believes the candidate is a good fit.