What an IT technical recruiter should know?
10 functions of an IT technical recruiter that you should know, the following will describe for you in more details:
1. Requirements survey
It is the previous step to any recruitment or selection process, and IT is no exception. It consists of determining the profile
that is going to be sought, through meetings or conversations with the hiring manager, area manager, or through a personnel
requisition.
2. Preparation of job description
When there is no previous job description, it is necessary to build it. This is the step where we write the title of the position, the functions, responsibilities, requirements, working conditions, among other details.
Usually, the creation is shared between the recruiter, the hiring manager and sometimes an employee who already holds the position or a similar position. The job description is the one that is usually published on job portals or shared with candidates when contacting them.
3. Search for candidates or sourcing
Once we have defined what we are going to search for, we start the search process, commonly known in IT as sourcing. It means that in this step, we go to those, which may be internal or external, to obtain candidates.
Internally, we might consider current employees that we can promote or transfer, or ask current employees if they have any referrals for the position.
Externally, we can do many things to attract IT profiles, such as posting vacancies on job portals, posting them on the company website if you have one, or directly using sourcing techniques, looking for passive candidates who meet the requirements, through LinkedIn, email, social networks, among others.
4. Interviews or screening
Now yes, after having the prospects, the next step is to do a screening, or an interview to meet the candidate and assess how their experience and skills fit the need defined in the first step.
These interviews are conducted by human resources professionals, so they are not technical interviews. For the most part, they seek to evaluate the similarity of the candidate to the desired profile, and delve into issues related to soft skills and work practices.
There are thousands of types of interviews, such as competency interviews, situational interviews, among others. You can choose the method you like best and adapt it to your needs.
5. Organization of interviews, calls, meetings
It is common for the recruiter to take the candidate through the entire process, making him feel comfortable and accompanied. Therefore, you may have to schedule technical interviews and interviews with clients or managers, send invitations, prepare meetings, and make sure everything happens in a timely manner.
6. Feedback
Whether the candidate's evaluation is positive or negative, and regardless of the stage of the process, the IT recruiter must be responsible for providing detailed feedback to the candidate on their performance, weaknesses and strengths.
This helps the candidate to prepare better, to understand what he did well and to know what to improve. At the same time, this simple step will make you a transparent IT recruiter.
7. Salary negotiation
This step can be located in different stages of the process, but it is very likely that you will have to participate in the economic offer process or description of benefits if you are an IT recruiter.
After an IT candidate is technically evaluated (this is not done by the recruiter), comes the process where an economic offer is made, or salary and/or benefits are discussed.
The recruiter may or may not have a hand in this. If he has it, he should usually be the bridge between the company and the candidate, representing the interests of both parties and achieving a beneficial agreement for all.
8. Recruitment
Some IT recruiters are also in charge of drawing up contracts and paperwork, or handling the legal aspects of the hiring, in case the process is successful.
The characteristics of this function will depend on the type of contract and the country where the contract is signed.
9.Onboarding or induction
After the candidate accepts the offer and signs the employment contract, the job of the IT recruiter is not over. The next step is to prepare the candidate for the start of their activities. The induction or onboarding process is the one that allows preparing the candidate for a calm start and full of information.
In this step, the recruiter can show you the office and the job if it is face-to-face, or show you the tools to use if the job is remote. Introducing the new collaborator to co-workers, explaining the policies and giving him all the tools he needs is key to keeping him motivated.
10. Evaluation of indicators - KPIs
After any IT recruiting process is over, it's important to track metrics to determine how good the job has been. This is done through indicators, which are usually set before starting the search, and must be aligned with business strategies.
Depending on the results of the measurement of indicators, adjustments are made and weak points are improved, so that the next processes are satisfactory.