Technical
Recruiter / Recruitment (IT)
A “Technical Recruiter”
is an individual who helps companies hire IT professionals.
How is this term different
from Recruiter (Non-Technical) and what do they have in common?
Recruitment is a process
which consists mainly of three sub processes. Sourcing, Mapping and Closing in
all required parameters. Recruitment sounds very easy, at first. However, this
is not an easy process at all, whether it be for the private sector or
government. This takes at least couple of days efforts, if not weeks, to find
one matching resource, especially in the current scenario where there is no
perfect tool available or process followed which gives 100 % guarantee for 100%
perfect matching resource.
So, where is the
gap? Is the employer expectation too
high or is it that there are no quality resources available in the current job
market? Whether challenge is to find a good talent on a given rate card or nice
skill set or combination of techno functional personality. With the demands of
the IT industry changing constantly, an individual who is a technical expert
today, may be outdated down the line in 2 -3 years.
What makes a TR
(Technical Recruiter) different from other industry professionals is the “approach”.
Our industry (IT Consulting) is a fast-paced industry where the demand for technical
skills keep getting updated on a daily basis. What is the right approach to
hire the best talent from such a fast moving and highly competitive market? As
such there are no defined guidelines or methods in the industry, however here
is what we found –
First, TR must be able to
understand the technology, since its recruitment, not technical assignment.
Resume mapping is not just doing CTR+F for required skill or matching years of
experience from date of education. Having in depth or as much information about
the project as possible and required technical skill, gives confidence to an
individual that resume which is shortlisted and ready to be presented may make it
through or not. To stay updated with the market, it’s best to get recruiting
related certification online (this doesn’t consume much time or money). Keep
reading technical articles in free time.
Next is to have sound
discussions on a particular technology. This is the approach which makes PALNAR
different. While working with a candidate who is in the job market, the first
step for the TR is to analyze and understand if the individual is just looking
for a job or is a passionate tech lover and if passionate then why they have
chosen a particular tech skill? How is their career graph in this skill and how
do they update themselves in the fast-moving tech world?
Last and probably the
most important point (this seems quite debatable) but we here at PALNAR are
convinced of its lasting effect on the recruitment process is “Energy and Presentation”.
Often, we hear that “First Impression Is the Best Impression”! It’s true
indeed! A TR is the first individual from the company or an organization who
interreacts with the tech consultant. So, apart from the technical knowledge,
other very specific details like how well you describe, how well you write an e-mail,
how well you resolve tech queries, all plays very important role.
Over all, TR responsibility
is not simply recruiting IT professionals. A TR is an individual who is
passionate about technology and so stays updated on the tech market and uses
the technical knowledge to source, map and close a specific technology
requirement with the best suited candidate. Of-course the company brand matters
but the individual skills and approach does matter a lot more!!!
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