10 Tricks IT Recruiters Can Use to Source the Best Employees
IT Recruiters are very useful to organizations, especially as the demand for IT resources grows every year. IT Recruiters need to be skilled at finding talent but don’t necessarily have to have worked in the technical field. For example, an experienced IT Recruiter knows the difference between a Mainframe Programmer and a Web Developer but may have never written a line of code.
Here are ten helpful tips:
1. Investigate Job History Thoroughly: Most employers/hiring managers are not crazy about job hoppers. They want to see that a potential candidate can stay for a while and make a home at an employer. This is especially important for IT Recruiters to keep in mind. Most employers want to know that a Developer for example, has worked on a project from start to finish. A good question to ask is “What were your responsibilities on the software project?” Also, “Do you have experience with the Software Development Lifecycle?”
2. Clarify Contractor vs. Full Time Employment: Many IT Professionals do contract work. It is important to be able to specify which is which on the resume. If someone has done contracting but it is not specified as such on the resume, he/she may be viewed as a job hopper. In reality, contracting is a great way to get experience with different technologies, industries, etc. Most times the person simply left as the contract was over. This needs to be clear to a potential employer.
3. Determine Required IT Skillsets Before Recruiting: When recruiting for a specific position, it is important to know which technologies are required and which are just pluses. Many times a company or hiring manager will have a very long list of skillsets/technologies but an IT Recruiter needs to have the conversation with the hiring manager or HR Professional to determine which skills are musts and which are just nice to have. Asking the candidate to rate on a scale of 1 to 10 his/her technical ability with a specific programming is helpful as well.
4. Detail the Candidate’s New Development vs. Maintenance work: Asking a candidate the percentage of new development vs. maintenance will help gain knowledge of the candidate’s abilities to develop an application from scratch.
5. Request Specific Screening Questions from your Client: Hiring managers are very busy and their number one responsibility is not hiring. That is why they hire Recruiters. It is a good idea to ask the hiring manager if he/she has any specific questions that should be asked. They could be open-ended questions. Ex: Tell me your role in your last development project. Additionally, it could be a very specific technical question that you as the IT Recruiter have no knowledge of. If so, ask for the answer and then do the screening. This will save the hiring manager time and will assist you in submitting more qualified candidates.
6. Provide Work Samples: This is especially helpful if you are recruiting for a User Experience Designer or Website Developer or others. Be sure to ask if the candidate was the sole Author, Designer or Developer or which part he/she was responsible for.
7. Educate on Education: It is always nice to see a candidate you are recruiting has a bachelor’s degree in Computer Science or something related. However, it is not a good idea to penalize a candidate who might not have known 20 years ago that I.T. was the career of choice and might have received a bachelor’s degree in English. Oftentimes, an I.T. related job is the first job out of school even when the degree is unrelated. Some hiring managers might disagree but many candidates have been very successful in careers unrelated to his/her major in college.
8. Verify Certification Necessity: Certifications are usually important in Infrastructure related positions. Ex. MCSE. However, some hiring managers do not want a certification and would prefer hands-on work experience.
9. Ensure Applicable Technologies are Emphasized: When screening a candidate, make sure there is a Technologies or Technical Skills section on the resume. However, delve further and ask which technologies the person has in-depth hands-on experience with as opposed to knowledge of or classwork in. It might make sense to have another section titled- Knowledge Of:
10. Provide Resumes that Match the Job Description: When screening a candidate, for a C# Developer position, for example, make sure that C# development projects are described on the resume! If a crucial technology is required for a position but there is no description of the tool used, ask the candidate to write an addendum describing his/her experience with the language as well as the project details. You can include this addendum in the cover sheet to the hiring manager, along with the resume, as it was originally. This will save time. However, if you have more time, ask the candidate to update this description right on the resume.
All in all, it is crucial to probe the hiring manager very carefully and have that conversation to get down to what is really desired and not just go by the job description. You might find there is a lot of flexibility. Also, in some instances, attitude, enthusiasm, ability to pick things up quickly and internal drive overrides hands-on technical experience! Always check with the hiring source. Good luck!
Originally published at www.liniumrecruiting.com.