Technical Recruiting 101: A Guide for Technical Recruiters

Information technology (IT) is a technical field that requires a certain skill set. A candidate’s CV may seem like a suitable fit for an open position, but a general recruiter from any recruitment firm often don’t have a good judgment on the list of technical skills for the job at hand. That’s why technical recruiters lend their industry knowledge to help companies address this gap to build a highly skilled workforce.

Just like in general recruitments, tech recruiters face different challenges like finding, attracting, and evaluating IT talents. So, how can tech recruiters assure that only the best experts in the industry are the ones they hire?

Follow our tech recruiter’s guide to improve your tech recruitment process and ensure the most fitting candidate for the vacancy.

1. Study what each technical department does

There are different types of IT departments in a company, and each one has a different set of responsibilities and deliverables. IT companies may even have more divisions, but in general, a company has two main IT divisions: Software Development and Support.

IT hires who fall into the Software Development Division are in charge of creating new software. The ones who belong in the Support Division—sometimes called Operations—address any ticket-related to the existing software being utilized.

For every newly developed software, the two divisions often work together to test the platform before rolling it out. They team up in launching a series of training wherein they teach the company’s employees how the new platform works.

Technical recruiters need to understand the required skills necessary for each division and position to find the better fit. For instance, developing new software requires certain know-how and experience in various IT platforms, while the Support Division needs team members with people skills. Understanding the similarities and differences will help technical recruiters categorize applicants better.

2. Know the tools of their trade

A basic IT knowledge will help recruiters find the right skill set for the right job. You don’t need to master the tools and technologies. Knowing the difference of web services tools and content management systems will help you better gauge if the candidate’s technology stack is fit for the job. It will also help you better understand the requirements of division heads for each job opening or recommend any missing skills in the team.

Under each IT division are several tech professionals with different levels of expertise who use various tools and technologies in project development. They also use various programming languages such as Visual Basic, PHP, Java, C / C++, Visual C++, C#, PL/SQL, SQL, ASP .NET, Ruby, AspectJ, Delphi, Objective-C, and more. Check the full list here.

3. Match the right skill set with the right roles.

Matching resumes with open positions might seem like an easy task. After all, checking if the candidate has the right technical requirement for the open position looks pretty easy.

Unfortunately, this is not the only thing you need to consider. You need to look at the candidate’s specific desire to work at a particular IT division too. He may have a good background in operations and support, but he’s into a software development position. Check if his skills are enough for the new post.

To match resumes with open positions, you need to look through his past job positions. Reviewing and matching resumes is a vital part of the screening process because it dictates the interview questions you need to go through during the latter phases.

4. Create a specific questionnaire for each interviewee

Like what was mentioned above, sometimes, a candidate’s skill set might seem like a good fit. But, are past job posts a clear indication that a candidate is the right talent for the opening? Also, IT is pretty black and white. It leaves very little room for creativity and people skills to shine through on paper.

It’s up to you to address this gap and create a specific list of questions for each candidate to find out what makes him stand out. Your ability to customize interview questions for each candidate makes your interview effective.

Ask questions that let you dig deeper into the skills of the candidate. Instead of asking if they have problem-solving skills, have them share instances in which their problem-solving skills helped them fix an issue or improve their processes in their previous jobs.

One way to do this is to consult your questions with IT experts in the organization. They will have good inputs you can use in conducting your interview.

Technical recruitment is more complex than general recruitment. It requires specific skillset and continuous learning to be effective given the evolving field of IT. Signing a technical recruiter or working with a recruitment firm that specializes in IT and expert search can help companies build and maintain a strong workforce.


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Melanie Alvarez | Sales & Marketing Consultant