What are some of the skills and competencies that you need to develop or improve as a technical recruiter?

As a technical recruiter I believe it is our responsibility to educate ourselves on basic technical knowledge, especially for each role were working on. This includes familiarizing ourselves with different programming languages and how there used. Technical roles, especially engineering, software development, and quality assurance roles can be complicated to hire for if you don't understand what they will be doing and which programming languages they need to be proficient in. Let's all learn together! Most used programming languages: JavaScript, Python, HTML, CSS, Java, SQL, C#, and Ruby.

You do not need a tech background to be good at Tech Talent Acquisition, but you do need a willingness to learn what your business is taking care of. Exposure here is key and I think knowing the nuances of the Tech business line you support speaks volumes about how embedded you are with them. It will help you gain respect from the Tech teams and they will really start seeing you as a partner.

The most important skills for technical recruiters are: 1. Technical knowledge - willingness for constant learning, especially learning new tools, technologies, programming languages, and their frameworks in order to conduct interviews efficiently 2. Communication and active listening during the interview 3. Positive mindset and I-can-do-it mindset 4. Giving and receiving feedback and knowing how to implement it into your further growth

Resilience, Honesty, Adaptability, Ambitious, Dedication, and Result driven are a few more. Most importantly, who can work under pressure because you will not find a friendly manager/leader in every job :)

Being a technical recruiter is actually not that easy! to be a technical recruiter you need to have a technical knowledge, understand the technical roles you are hiring for, it is not necessary to have a university degree in technology majors but you definitely need the experience and stay up to date with industry trends and have an industry awareness

The two single biggest communication skills needed are working with candidates and clients/hiring managers. 1) Technical candidates want to know what impact they will have, what the tech stack is they will be working on, what they will be able to learn and use on the job. They DO NOT want generic, MASS emails without an understanding of THEIR skill sets. 2) Hiring managers/clients need to know you are responsive, understand their hiring needs, are proactive, and that you are a knowledgeable *partner*. Quick and CONCISE turnaround; generally via Slack or other messaging tool for internal hiring managers, text first, email second for job seekers/candidates.

Strong and timely communication is paramount in the recruiting field. From crafting outreach messages to writing job descriptions, there is a lot of thought into written communication. Timely response to candidates is extremely important, as is clear communication with hiring partners to yield quick results.

Recruiters can't be afraid to ask hard questions. Ask: "What is it going to take for you to accept this job?" If the candidate has changed jobs every 2 years, get to the root of why. Go deep so you can explain every aspect of the candidate's background to the hiring manager and enter negotiations confidently.

effective communication skills in talent acquisition encompass active listening, clear articulation, relationship building, strong written communication, negotiation, adaptability, time management, emotional intelligence, technological savvy, and feedback delivery. Developing and honing these skills enhances the overall recruitment process and contributes to building a successful talent pipeline.

Clarity, defining things, ability to give relevant examples, being concise without losing important information, presenting points in terms of significance, and never forget having numbers when needed as they easily catch attention.

Recruiters that bring #alwaysbelearning and #becurious mindset up skill the entire team as they’re better positioned to stay on top of external trends, market insights, hiring patterns and share learnings and best practices with hiring teams.

Manejar bolsas de empleo es básico como reclutador, ya que no podemos encontrar todas las posiciones en un solo sitio o podríamos tener una red demasiado peque?a para llegar al candidato idóneo. Otro punto es saber que tan solicitada es la posición en el mercado laboral, salarios y tendencias de los candidatos, todo en conjunto te da las herramientas para saber donde y cuando buscar.

Research is always going to be one of the basic skills a recruiter/sourcer needs. Industries, jobs, tools, methodologies and laws are always changing. On top of that, you will need to become a bit of a generalist in certain areas like compensation, benefits, HR/organizational development. There will be a fairly meaty amount of problem solving, and you need to have the research skills for discovery. It also includes *critical thinking* and knowing how to figure things out on your own; this is probably the single biggest skill outside of communication. As we see AI becoming more a part of recruiting, knowing the laws and tools, and ingesting more information will be critical in the years to come.

As a technical recruiter, developing and improving research skills is crucial. Key areas to focus on include: Market Research: Stay updated on industry trends, emerging technologies, and market demands to identify the most sought-after skills and roles. Boolean Search Mastery: Enhance proficiency in crafting complex Boolean search strings to efficiently find top candidates on various platforms. Candidate Profiling: Improve the ability to analyze and understand detailed candidate profiles and resumes to match them effectively with job requirements. Competitor Analysis: Conduct thorough research on competitors to identify their hiring practices and talent pool, providing a competitive edge.

The tech world is always changing and evolving. Just when you think you understand everything there is to know about technology, something new will take the tech world by a storm. That's why it's important to keep training and learning. Consider following tech gurus on social media or listening to podcasts that discuss tech culture.

From sourcing top talent to guiding candidates through the interview process and negotiating offers. Talent Sourcing Leveraging a deep network and utilizing cutting-edge tools to identify the best candidates in the IT industry. Industry Insights Staying up-to-date with the latest tech trends and market insights to provide informed guidance. Candidate Experience: Fostering a positive experience for candidates, making their job search as smooth as possible. Whether a talented IT professional seeking new opportunities or a forward-thinking company looking for top tech talent recruital plays a crucial role.

Being organized is an essential trait for every technical recruiter. From the start of the day, till you get into your bed at night, everything should be organized and disciplined. Now which tool or gadget a person uses, is his choice, but the essence is to get self-organized and do the things the way they are meant to be done. People are still performing their tasks by taking notes and reminders in a simple notebook and journals. So, organizational skill is the soul of every successful person. Not only in his/her work life, he/she should be organized in daily life routine, as our daily life affects our professional life as well and vice versa. As they say, our professional life is part of our "Life".

La organización y el hacer tareas simultáneamente puede hacer la diferencia en un reclutamiento exitoso, puede que estemos en tantos procesos que no le demos seguimiento a un candidato y decida desertar del proceso, lo cual definitivamente no es una opción, es importante usar herramientas de apoyo como excel, pizarrones, apps, etc. para poder visualizar todo los procesos que llevamos.

Learning to multitask, those of us in the recruitment area need to understand how to manage our time and understand that we will have some more tasks to perform.

Enhance your effectiveness as a technical recruiter by mastering organizational skills! ?? Manage multiple tasks, deadlines, and stakeholders in a dynamic environment. Track and measure performance, pipeline, candidates, and hiring processes for efficiency. Plan work, optimize resources, and achieve targets using tools like calendars, spreadsheets, CRM, ATS, and dashboards. Elevate your organizational prowess to excel in recruitment and meet objectives effectively!

As technical recruiters, our ability to understand the nuances of different technical roles is what sets us apart. By continuously expanding our technical knowledge and keeping a pulse on emerging technologies, we can engage in meaningful conversations with candidates and provide valuable insights to hiring managers. Let's strive for excellence in our craft, leveraging our expertise to build high-performing teams and contribute to the success of our organizations.

As a Technical recruiter one shoud have learning skills by achieving experience or learning new skills by taking online or offline courses, reading books, blogs, become a member of communities, follow someone who guides you well.

I always try to understand that to work with recruitment we need to have the ability to be agile and quick. Because we are in constant competition with other companies and vacancies that we are working for. The faster you approach a candidate and the more agile you are in your search assertiveness, the better for your company, as you will have a faster SLA.

Continual learning is crucial for technical recruiters, ensuring they stay relevant, overcome challenges, and advance professionally. By acquiring new skills, recruiters remain updated with industry trends, adapt to challenges, and enhance their career prospects and growth opportunities.

Estar sempre disposto a aprender novas habilidades, seja sobre novas tecnologias ou novas práticas de recrutamento. Buscar e aplicar feedback dos candidatos e dos gerentes de contrata??o para melhorar continuamente o processo de recrutamento.

I wholeheartedly agree with the highlighted skills for technical recruiters, and I would like to emphasize the significance of additional skills such as patience and persistence in the highly competitive tech industry. In an environment where most of IT professionals are already employed, these qualities become indispensable. Effective technical recruiters often display patience and determination. It's crucial not to settle for less by rushing to fill a job position. Although the pressure to fill a vacancy quickly can be substantial, being in haste may lead to recruiting a candidate who doesn't fully align with the requirements. In the fast-paced IT recruitment landscape, the mantra 'quality over speed' holds immense value.

One more trait to add to this list, it certainly helps if you are a very competitive person. The hustle and drive needed to get the top talent in your court and out of your competitors court is crucial.

Time Management: Since recruiters usually work in a fast paced environment with responsibility to not only attract talent but also to manage candidate/customer experience and to work on many adhoc projects, it is crucial for recruiters to know how to manage their time well. Some ways to manage your time: 1) Prioritizing tasks by importance 2) Organizing calendar by color coding and allocating specific time slots to spend on specific tasks 3) Scheduling meetings vs trying to do anything and everything on the spot 4) Scheduling breaks to avoid exhaustion

This article proves the point that the analysts and developers are the best choice to fill technical recruiter position, which is sth faces objections from the HRs when a developer want to do a career shift into recruitment. Where the candidates with technical background has the technical knowledge, communication skills, time management, organization skills and ability to continuous learning.

Agregaría como algo importante la Asertividad, en todas la etapas y proceso en general. Procurar que cada etapa se ejecute de manera adecuada es clave, así como también mantener una adecuada comunicación ya sea con el cliente como con los postulantes a fin de retroalimentar a estos durante todo el proceso.