Join Barbara Bruno for an in-depth discussion in this video How to relate to technical candidates, part of Technical Recruiting.
- I've been placing individuals in the technology segment of the recruiting profession for a long time, and what I've learned is there are certain complaints that these professionals have against technical recruiters, and I'd like to share those with you. The first complaint are calls. You and I both know, we have to make calls all day long, but they don't like the calls on jobs that are not appropriate. What they basically shared with me was, you call me and you talk about a .net developer job, and I'm a programmer, why would you waste my time? So what you have to do, you have to make sure when you're making calls that you know who you're talking to so you're making appropriate calls, because guess what, they welcome calls that show them the benefit to them to talk to you.
You just have to basically do more research so you're calling the right people on the right opportunities. The second complaint is uninformed recruiters. You have to understand the people that you place. If you interview 10 people with a title, you now have a base of knowledge where you can make informed calls. They will not talk to recruiters who don't know what they're talking about, and feel it's not their job to educate you. The third complaint is calling them during working hours. It makes them extremely uncomfortable, and how they're translating this is that we're not sensitive, that we don't realize they can't talk during working hours.
If you call them after six o'clock, they will talk to you. And this is not an eight to five job, we all know that. So we've got to call individuals where they can talk openly. The fourth complaint is that we just assume they want the same job. And as a technical recruiter, you and I both know that the resume or CV shows us what they've done, it shows us who they are, but it doesn't really tell us who they want to be, and technology people more than anybody else in the job market are lifetime learners. They always want to be involved, they always want to make a difference and learn new things.
So never assume when you're talking to somebody that what they're doing is what they want to do. You have to find out what's important to them, and then present opportunities that are appropriate. Now, there are four main benefits in specializing in technical recruiting that basically will help you relate better. And remember, this is a relationship building business. They have to like you. Every day is take your personality to work day. The first benefit is you learn to understand the hot buttons of these technical candidates, and when you learn to understand what's most important to them, it helps you establish rapport and trust, and what you learn to do is you learn to understand trends, you understand that these are lifetime learners, and what happens is you begin to appear like you're a part of their industry, you're a part of their profession, and that helps develop trust and rapport.
The second benefit is you will understand the specs on the orders and contracts that you write, and this enables you to make better matches for technology candidates, and in return, it also helps these technology candidates achieve their goals. See, when you really understand an opportunity, you're going to send in the qualified candidates that will be excited about the job, and you're going to place more of your tech candidates in great opportunities. Benefit number three is you're positioning yourself as an expert.
You sound like an insider, you understand terminology, and if you don't understand something, because you and I both know, things change so rapidly, there may be a time when somebody asks you a question that catches you off guard, but if they've already established you're an expert, they don't mind explaining something if you admit you don't know. And so don't be afraid to say, you know, that's a new one on me, could you explain more on that, give me more information that will help me represent you better. Benefit number four is increased referrals of qualified candidates.
Candidates understand who to refer to you when they understand who you are. They have to know if you're placing technical candidates in IT, are you placing people in engineering, because once they understand who you place, they'll know the people that they can refer to you, which of course helps you. When you improve how you relate to your technical candidates, you're going to then achieve your ultimate goal to become a lifetime agent for these technical candidates.
There's a shortage of top technical talent worldwide. The demand for qualified technical recruiters has never been higher. The strategies in this course will help you recruit technical talent faster and meet the ever-growing demands of hiring authorities.
- Segments of IT recruiting
- Verifying credentials
- Managing visas and work restrictions
- Managing relationships with candidates
- Attracting top technical talent
- Overcoming candidate and hiring authority objections
- Negotiating and closing an offer