Working with a recruiter can be a great way to streamline your hiring process. By offloading the preliminary screening to a recruiter, you remain focused on your business while the recruiter filters out the unqualified applicants. You and your team only need to take time away from your daily tasks when the recruiter finds a candidate who is a solid prospect for the job.
That's the ideal outcome. If you don't work effectively with your recruiter, though, you can end up seeing many potential hires who just aren't appropriate for the position. To make sure that doesn't happen, do the following:
Choose a recruiter with expertise in technology.
Tech jobs aren't like other jobs, and technical employees aren't like other employees. Choose a recruiter who understands technology, can use appropriate technical terminology, and understands what technical candidates want from their career.
Give the recruiter time.
There are times you contact the recruiter to meet an immediate need, like when a critical employee gives notice, but if you can start working with the recruiter before the need is urgent, you'll get better results. Contact a recruiter as soon as you know you'll have headcount opening up, even if it's not immediate.
Give the recruiter an accurate, detailed job description.
Don't just hand the recruiter a list of keywords and acronyms. Tell them about the level of expertise needed in each skill, and be clear about which skills are mandatory and which are optional. Also, let the recruiter know about the non-technical skills that are necessary for the job. Ask the recruiter to have candidates complete an online skills assessment, or have them ask the candidates a fixed set of simple technical questions (which you provide answers to) in order to guarantee a baseline of competence.
Give the recruiter feedback after candidate interviews.
If the candidates the recruiter sends over don't fit the job, don't simply tell the recruiter "No." Give detailed feedback about the skills and/or personality traits that made the candidate the wrong candidate. With that guidance, the recruiter can tailor their prescreening questions more effectively and increase the chances that the next candidate will be the right candidate.
The Armada Group has spent more than 20 years connecting employers with top-tier technology workers who help companies innovate and succeed. Contact us to find talent with the skills you need to complete your projects and help your business grow.
Finding good technical employees can be time consuming. It takes time to publish the job description, sift through resumes, and screen potential employees. Offloading this work to a technical recruiter lets you focus on the work your business needs to get done – if you hire the right recruiter. Look for a technical recruiter with these skills to help you fill your open position fast.
Understanding of technology and the industry
Technical roles require a lot of specific skills. The more a recruiter understands about the skills, the more effectively they'll be able to winnow out candidates who've padded resumes with buzzwords not backed up by experience. And the more they understand about your industry, the better able they'll be to distinguish the “must have” skills from the “nice to have” skills.
Lots of contacts and the drive to make more
If the recruiter has a large database of resumes already, they can start identifying candidates before the job description is even posted. They should also know where to network both online and in the real world, to make more contacts and solicit resumes from more potential hires.
With an understanding of the marketplace, an effective technical recruiter can help you determine an appropriate salary for the position you're listing. They can also give you a realistic sense of whether it's an employer's market or an employee's market, and how long it takes the average company to fill an average position.
Because potential employees have to get through the technical recruiter before they get to you, it's important that they have good people skills. They need to be friendly and build relationships with candidates, and they need to know how to sell your company to make job candidates want to work for you. They need good listening skills to know what candidates want, what you want, and to see when there's a match.
You want personal attention from the recruiter, and so do job seekers. Look for someone who's good at following up, returning phone calls, and replying to emails. When you have questions, the recruiter should have the time to provide all the information you need. If they don't give you enough attention, they probably won't give candidates enough attention, either, and that can frustrate and drive away someone you might want to hire.