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3 things to consider when using a technical recruiter

3 things to consider when using a technical recruiter

In the world of technical staffing and recruiting, I often hear about bad experiences that managers encounter when they engage with an outside technical recruiter.  It seems that many HR managers have their trusted technical recruiters that they’ve used for many years and trust their ability to find the perfect candidates for those hard to fill positions.  [See the video blog version below]

What if a recruiter doesn’t have any knowledge of engineering or IT?  But has consistently been a great provider of accountant and financial analysts in the past?  Technology is the backbone of many great companies, yet it evolves so quickly that what your engineers and IT staff needed to know last year may already be replaced by a new technology.

I’ve a put together a quick guide to help you choose the right technical recruiter for those mission critical positions inside your company:

#1 – What is the recruiter’s specialty? 
Do you use one recruiter for all of your needs or do you have many specialty recruiters for each function within your company?   Does the technical recruiter have the background and experience to source/screen/present engineering and IT candidates?  Make sure you know what they specialize in and ask for examples of recent successful placements.

#2 – What positions has the recruiter recently placed? 
If they just completed the successful placement of an SQL Database Admin or an Electrical Engineer with a PE license, they likely have lots of fresh resumes and contacts in this area.  Due to the speed of change within engineering and IT, if the technical recruiter hasn’t screened a .NET Software Developer resume recently or completed any interviews, they may not quickly connect the job requirements with the qualifications of the candidate.

#3 – Did the recruiter work in engineering or IT in the past? 
Remember:  Warm bodies tend to source the resumes of warm bodies.  Technical recruiters that worked in and around the job functions that you’re seeking candidates for are more likely to understand your requirements and be able to carefully screen potential candidates.

 

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