Creating a team and taking care of the profession is task No. 1 for any successful business. It is especially relevant for the IT sphere, where the pool of mid-level and high-level professionals is very limited.
You may be concerned and interested in various questions, such as how to find an IT recruitment agency in Romania, which channels to use to find specialists, and much more. That’s what Alcor is for.
The problem of keeping qualified IT professionals remains relevant for employers. Our days, working on the motivation of the staff has long ceased to be just a fashionable gift, and has become an essential aspect of the workforce and the success of any company.
First, it is acceptable to pay attention to the motivation of employees who bring direct income to the company (sales managers, project managers), and executives. Another priority is the staff, which is engaged in support of the business. This is the category to which IT professionals most often belong. An exception is companies engaged in the creation and sale of IT goods and services, where the work of IT professionals is the main source of income.
Who is an IT recruiter, specifics of the activity
IT-recruiter is a recruiter of technical specialists in IT. The task of this professional is to optimize the recruitment process, and make it quick and efficient. The duties of a technical recruiter include searching for, selecting, and evaluating candidates who can apply for the IT-company position.
Such a person is not required to have practical technical experience but must be well versed in the basic concepts, parameters, and criteria of the position.
Due to the fact that the demand in the market greatly exceeds the offers, the specifics of the IT-recruiter job is to attract a potentially decent candidate and lead, as a thread through the eye of the goal, through all the tests and interviews.
IT-recruiter is constantly in contact with technical experts, interviewing them and often taking part in technical discussions. In addition, such a technician firstly analyzes the skills of the candidates to meet the requirements of the customer.
How to choose a type of recruiting
The Alcor team will help you understand the types of recruiting and choose your own. Let’s look at the features.
Source
Source is responsible for the search for candidates and initial contact with them, filling the recruiting funnel (the number of candidates and their transition between stages of recruitment). Such a practitioner is by nature more of an analyst – patient and technically savvy. He identifies the search channels for each position, analyzes their efficiency, and automates and optimizes the sourcing process, using various technical tools.
The IT Recruiter in the product
The product IT recruiter works both with technical and non-technical positions: in addition to developers, he also looks for digital designers, marketers, analysts, content managers, etc.
Due to this diversity of positions in the work, the recruiter better understands the needs of the business, and the cycle of creation of the product and can influence the process of recruitment. He also takes an active part in the improvement of the recruitment process.
Technical Recruiter
- Recruiters in outsourcing companies work mainly with technical positions of different levels (developers, testers, devops, etc.).
- The technical recruiter is responsible for the same full cycle of candidate search, but at the same time, he or she must have a deep understanding of the technical aspects of their evaluation, understand what technologies the specialist works with, how they are used, and whether they are suitable for the task of the position. An interview with such a recruiter can look like a technical discussion.
GameDev Recruiter
- A separate category should include recruitment by our GameDev, because this area differs greatly from the others, in particular, the methods of searching and obtaining candidates. Such a recruiter needs to attend a lot of game-related fairs and conferences, find out the markets where such jobs are available, and understand their specifics.
- In general, the IT recruiter profession has the ability to choose the field that attracts the most interest. If you like to play games, try your hand at GameDev, if you like health care, go into healthcare recruitment, and if you like numbers and discipline, you are welcome to FinTech.
What IT Recruiters Need to Know (Hard Skills)
IT recruiter must understand the field of software development, be versed in terms, operative and comfortable with specialized vocabulary, and understand the market situation. All this is necessary for the recruiter to be able to assess the candidate’s real competencies and skills, and work experience – and to match the company’s application for the vacant position.
In fact, Alcor mentioned, that the technical recruiter should speak to the candidates in the same language – it is not just a sign of professionalism, but also a sign of the company’s seriousness in the eyes of the potential employee.
Soft Skills of an IT recruiter
Just finding contact with a great professional is not even half the success. The IT industry now has a huge market for candidates – the professional still has to choose the words, triggers, and arguments that will be able to attract the candidate and make him, or she, listens to your proposal.
Proficiency and technical expertise is not enough, you need skills in the field of sales, to “sell” their proposal, the skill of a psychologist – to select the listening words, accentuate and tempt the candidate; skills in marketing and presentation – to commit and retain people’s attention.
In addition, respectfulness and curiosity are important. Every overlooked detail or insignificant attitude to the task can turn into a great reputational failure – not only for the professional, but also for the company.
The ability to be self-aware and remain professional in any situation is another must-have skill for a technical recruiter. Like all people, IT people can be different – and in the world, when you write about potential collaboration, the person may just not be in good humor. In order not to fill the cases of professional discourse with stories about unprofessionalism of your company’s recruiters, you should keep your words and be the most correct person in any situation.
