What does hiring a technical recruiter look like?

With technology soaring new heights every day, there is no doubt that the need for technical developers and software engineers is going to increase multiple folds. In fact, the Bureau of Labor Statistics projects that the need for software developers will increase by 21% by 2028! 

Having stated that, if there is going to be such high demand for techies in the near future, organizations need to hire technical recruiters who specialize in the field and bring the best candidates to your organization. 

What is the need for technical recruiters?

How are they any different from other recruiters?

How to hire the best technical recruiter out there?

Are some questions that must be popping in your head.

Read further to get answers to all your questions and also hire a technical recruiter who can do wonders at your organization. 

How Are Technical Recruiters Different From Other Recruiters?

This is a valid question that everybody seeks answers to. Technical recruiters stand out from other recruiters because they have specialized knowledge of the technical skills, tools, and programming languages required for various technical positions. 

They also have a deeper understanding of industries, the latest trends, and emerging technologies. Their wider network of connections in the tech industry allows them to identify qualified candidates quickly. 

Technical recruiters are skilled at screening candidates for technical roles using technical assessments, coding samples, and detailed questions to determine their skills and experience. All of these unique abilities help companies streamline the hiring process and find the right candidates for their technical positions.

What Gave Rise To The Need For Technical Recruiters?

Let us start with a stat to blow your mind.

In a survey, it was found that 86%(a big number, eh!) of hiring managers find it challenging to hire technical candidates. 

Can you imagine the scenario at an organization that is eagerly looking for a software developer but recruiters fail to hire the correct fit and cause a fortune to the company?

Catastrophic right?

This was the reason that companies started hiring technical recruiters separately.

Technical recruiters typically have a background in technology themselves and possess knowledge of the skills, languages, and tools required for various technical positions. According to Zippia, currently, there are 213,034 technical recruiters in the United States. 

They use their expertise to identify and attract potential candidates with relevant skills and experience through various methods such as networking, job boards, and social media. They also work closely with hiring managers and technical teams to ensure that they understand the specific needs of the organization and can identify candidates who possess not only the technical skills but also the cultural fit required for the role.

Day-to-Day Responsibilities of a Technical Recruiter

• Understanding technical hiring needs
• Sourcing candidates through various means such as job boards, social media, and networking
• Attending job fairs and industry events to connect with potential candidates
• Reviewing resumes and applications to screen potential candidates
• Conducting initial phone screenings and interviews to assess a candidate's qualifications and fit for the position
• Presenting potential candidates to hiring managers and technical teams for further review
• Coordinating and scheduling interviews with candidates and hiring teams
• Conducting reference checks and background screenings for potential candidates
• Negotiating job offers and compensation packages with selected candidates
• Maintaining and updating candidate databases and applicant tracking systems
• Staying up-to-date on industry trends and changes in the job market to adapt recruitment strategies accordingly.

The Skills of a Technical Recruiter

If we managed to bring you to this section of the blog, you are now definitely curious about how to recruit a technical recruiter and what skills they should possess.

We are going to uncover exactly the part and save you from the misery of searching the entire internet for the same.

1. The Technical know-how

Technical recruiters are like detectives who must solve the mystery of finding the perfect candidate for a job opening. Technical recruiters must have a sharp eye for technical knowledge, they must be able to identify the specific technical skills and knowledge required for a job opening.

To identify the technical skills required for a job opening, technical recruiters must have a deep understanding of the technologies, tools, programming languages, and frameworks used in their industry. This knowledge helps them to identify candidates who possess the necessary technical skills for the job. 

Technical recruiters must be familiar with the latest technologies and trends in their industry. This knowledge helps them to identify candidates who possess the latest skills and experience in emerging technologies such as artificial intelligence, machine learning, and blockchain. By staying up-to-date with emerging technologies, technical recruiters can identify top talent who possess the necessary skills and experience to work with the latest tools and frameworks.

Like detectives who must work with a team of experts to solve a case, technical recruiters must work with technical experts to identify the specific technical skills required for a job opening. Technical recruiters must be able to communicate effectively with technical experts to understand the specific technical requirements of the job. This communication helps them to identify candidates who possess the specific technical skills and knowledge required for the job.

Overall, technical recruiters require a combination of technical knowledge and detective-like skills to identify the perfect candidate for a job opening. They must have a sharp eye for detail and be familiar with the latest technologies and trends in their industry. By staying up-to-date with emerging technologies and working with technical experts, technical recruiters can identify top talent who possess the necessary technical skills and knowledge to excel in technical roles.

2. Running Knowledge of Software Methodologies

Software development methodologies are like languages that developers use to communicate and manage their work. As a technical recruiter, having knowledge of these methodologies is crucial to finding the right candidates for a job. 

Just as a language translator needs to be fluent in multiple languages to communicate effectively, technical recruiters need to be familiar with different software development methodologies to identify candidates who can work effectively in different environments.

Technical recruiters should be familiar with software such as Agile, Scrum, Waterfall, Lean, Kanban, and DevOps. Knowledge of these methodologies helps technical recruiters to identify candidates who have experience working with a variety of approaches and can adapt to different environments.

Technical recruiters require knowledge of software development methodologies to accurately identify candidates who can work in different environments. By identifying candidates who have experience working in different methodologies, technical recruiters can help organizations build teams that are flexible, adaptable, and able to work effectively in a variety of environments.

3. Understanding of Technical Databases

Databases are like the brains behind any software application. They store and organize data, which is then used by the application to perform its functions. As a technical recruiter, having knowledge of databases is crucial for identifying candidates who are capable of designing, developing, and maintaining complex software applications.

So, what exactly does a technical recruiter need to know about databases? They need to be familiar with different types of databases, such as relational databases (e.g. MySQL, Oracle, SQL Server) and NoSQL databases (e.g. MongoDB, Cassandra, Couchbase). This knowledge helps recruiters identify which type of database is best suited for a particular application or project.

It's also important for technical recruiters to be aware of emerging database technologies such as blockchain and graph databases. Knowledge of these technologies can help identify candidates who have experience working with cutting-edge database technologies and can help organizations stay ahead of the curve.

4. Basic Grip of Cloud Technologies

Cloud technologies have revolutionized the way software applications are developed, deployed, and managed. As a technical recruiter, it's essential to have a good understanding of cloud technologies to identify candidates who have experience working in these environments.

Technical recruiters should be familiar with the different cloud service models, which include Infrastructure as a Service (IaaS), Platform as a Service (PaaS), and Software as a Service (SaaS). 

These models offer different levels of abstraction and control over computing resources, which impact how applications are developed and deployed. Understanding these models helps recruiters evaluate candidates' experience with different cloud environments and identify the best model for a particular project.

Knowing about different cloud service models, providers, containerization technologies, and security standards helps recruiters identify the right candidate for a specific project. By evaluating candidates' experience with different cloud technologies, technical recruiters can help organizations build teams that are well-equipped to handle modern software development challenges.

5. Communication Skills

As a technical recruiter, you're the middleman between your organization and candidates, and your communication skills play a critical role in making sure both parties are happy. Here are some essential communication skills that an ideal hire should have. 

• Technical recruiters should be able to talk about anything from coding languages to sports without skipping a beat. The ability to connect with candidates on a personal level and engage in casual conversation is crucial in building trust and establishing a rapport.
• The technical recruiters need to be gifted wordsmiths. Crafting job descriptions that are both clear and captivating is essential in attracting the right talent. They should be able to capture the essence of the job and convey it in a way that excites candidates and makes them want to apply.
• Technical recruiters need to be great listeners. They should be able to actively listen to candidates and clients to understand their needs, pain points, and preferences. Listening carefully is the key to identifying top talent and matching them with the right job.
• Technical recruiters should have a knack for negotiation. Negotiating job offers, salaries, and benefits is a critical part of the recruitment process. They should be able to negotiate effectively with clients and candidates to reach a win-win agreement that satisfies both parties.
• Finally, technical recruiters need to have a great sense of humor. Being able to make candidates laugh is a great way to break the ice and establish a connection. A little bit of humor goes a long way in building relationships and making the recruitment process more enjoyable for everyone involved.

6. Analytical Skills

A technical recruiter should have strong analytical skills to identify and evaluate top talent. These skills are crucial in assessing a candidate's technical abilities, problem-solving skills, and overall fit for a particular role.

Technical recruiters should be able to conduct research on the latest technical trends, tools, and frameworks. Staying up-to-date with the latest developments in the industry will allow them to identify and attract top talent who have experience working with cutting-edge technologies.

They should be able to evaluate a candidate's technical skills and experience through various assessment methods, such as coding challenges, technical interviews, and portfolio reviews. Being able to evaluate a candidate's technical abilities is crucial in identifying the best fit for a particular role.

Technical recruiters should be able to analyze a candidate's problem-solving skills. This includes their ability to think critically and creatively, and to apply their technical knowledge to solve complex problems. 

Technical recruiters should also have strong data analysis skills. This includes the ability to analyze and interpret data related to recruitment metrics, such as [time-to-hire](https://hirequotient.com/blog/time-to-hire), cost-per-hire, and candidate satisfaction. By analyzing recruitment data, they can identify areas for improvement and optimize the recruitment process for maximum efficiency.

How to Leverage HireQuotient?

At HireQuotient, we believe in the magic of pre-employment assessments and talent sourcing. With our technical recruiter assessment test and sourcing tool, you can forget the quandary of hiring forever. 

Browse through our assessment library to hire for other non-tech roles in just a few clicks. If you are still not convinced, book a demo with our experts to get a firsthand experience of our assessments.