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Are you searching for a technical recruiter job description? Get to know about the duties, responsibilities, qualifications, and skills requirements of a technical recruiter. Feel free to use our job description template to produce your own. We also provide you with information about the salary you can earn as a technical recruiter.

 

Who is a Technical Recruiter?

A technical recruiter is a member of the human resources (HR) team whose job it is to find, evaluate, schedule interviews with, and make offers to, qualified applicants for technical positions like software engineering, data analysis, and technical writing. The entire hiring procedure for applicants for technical employment is managed by a technical recruiter. The Human Resources Division of an organization is responsible for the position of a technical recruiter. They handle every step of the process of recruitment, including the research, shortlisting CVs, scheduling interviews, holding interviews, and handling all of the onboarding procedures for hired candidates.

Technical recruiters are required to possess not just good soft skills typical of a staff member, but also technical expertise and in-depth industry knowledge. Although it is entry-level employment with no prior work experience or strong academic qualifications, applicants must demonstrate the necessary skills to be hired for the role. The entry-level position of technical recruiter has few obstacles to entrance. While some businesses prefer candidates with a bachelor’s degree in human resource management or a closely related discipline, it is still possible to work as a technical recruiter with only a high school diploma. Employers are searching for the best people for the increasing number of technology-oriented jobs that are accessible in the workforce. Technical recruiters are experts in finding candidates with the knowledge required for positions in the technology sector.

Technical recruiters may be employed directly by a business in the technology sector and operate in-house. Working for a recruiting company with a focus on technical recruiting is an additional choice. The last possibility for a technical recruiter is to work for themselves. In their pursuit of the best personnel in the technical industry, technical recruiters carry out a variety of tasks. To write job descriptions, technical recruiters need to possess great written communication abilities. They collaborate closely with an organization to develop job descriptions that concisely describe a position for prospective employees. They are accustomed to the specialized terminology used to describe work in their industry.

A technical recruiter chooses new candidates using digital technologies. They collaborate with recruiting platforms to promote positions to top prospects, including broad and general sites as well as specialized technical sites. They use social media as an additional tool to attract new employees. A technical recruiter’s duties also include evaluating possible new candidates by skimming resumes. Generally, recruiters look for critical abilities that match the requirements of the position they are looking to fill using the job description they generated. Technical recruiters conduct interviews with potential applicants and serve in the hiring manager role to determine which individuals are the best fit for the post. Before bringing the best applicants forward to meet with possible employers, they are in charge of scheduling appointments with potential employees.

A technical recruiter’s other duty is to network with potential employees at hiring fairs and other occasions, either regionally or nationally. To discover the greatest candidates for a position, they must use all available resources. A new contact may join a talent network that a recruiter uses for future openings even if they are not hired. Technical recruiters must look for novel approaches to find viable candidates for companies. To access a larger talent pool, they could go to conventions or join networks with other recruiters. Through their social media accounts, they keep up a presence online, and they are constantly searching for new methods to interact with potential employees. Meeting with hiring managers to discuss potential prospects with a company is conducted by a technical recruiter.

A recruiter’s job is to “sell” a potential employee to a firm because they are paid according to how many hires they place. By highlighting their talents and articulating why the candidate is a good fit for the job and the organization, they identify the best candidates to present to employers. They invest a lot of effort in candidate screening and interviews as well as candidate research for open positions. Additionally, they collaborate closely with recruiting managers to pinpoint the precise qualifications and backgrounds that are required for each open position. Additionally, technical recruiters stay up to date on the most recent employment market trends and technological advancements made in the sector.

 

Technical Recruiter Job Description

What is a technical recruiter job description? A technical recruiter job description is simply a list of duties and responsibilities of a technical recruiter in an organization. Below are the technical recruiter job description examples you can use to develop your resume or write a technical recruiter job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.

The following are the duties and responsibilities of a technical recruiter:

• Identify upcoming job opportunities and the technical requirements for those positions by communicating with hiring managers.
• Review resumes and conducts interviews with potential candidates to ascertain who is most qualified for a position.
• Keep track of potential employees who might one day make excellent matches for open positions.
• Contact those who aren’t looking for work right now to encourage them to apply for openings to find applicants.
• Consider the knowledge, skills, experience, and other factors when deciding whether an applicant is a good fit for a position.
• Identify the kind of applicant who fits the culture and needs of an organization by working with hiring managers.
• Provide recommendations for suitable candidates for positions based on the individual’s qualifications, the position’s needs, and their expertise in the industry.
• Create offers to candidates that include salary, perks, signing bonus, and other compensation parameters.
• Examine applications and resumes for any errors or omissions that would exclude a candidate from consideration for a post.
• Identify prospective employees who would be a good fit for forthcoming openings by networking with colleagues in the sector or through social media sites like LinkedIn.
• Write job descriptions, then put them on the appropriate media channels.
• Check each applicant’s suitability for the position’s requirements.
• Set up interviews over the phone, on video, or in person.
• Conduct references and background checks.
• Submit the resumes of the best applicants to the hiring manager.
• Maintain a record of all candidates and inform them of the application process.
• Promote our company’s reputation as a pleasant place to work.
• Attend computer conferences and meetups to network with qualified IT workers.
• Write letters for recruiting and job offers.
• Work together with team leaders to estimate hiring needs and establish departmental objectives.
• Create and send passive applicants emails with current open positions to recruit them.
• Conduct pre-screening interviews to evaluate candidates’ skills.
• Create job descriptions and post them on multiple employment boards. Using social media to promote the business and spread the word about its events and job openings.
• Examine and rate resumés based on abilities and contact prospects for job interviews.
• Create the job descriptions and requirements by it.
• Interview and evaluate potential hires from the vast skill pool while keeping open lines of communication.
• Keep in touch with the applicant during the hiring process.
• Consult with technical police about requirements and create a strong hiring plan.
• Estimate the costs of hiring.

 

Qualifications

• degree in human resources, business, computer science or any related discipline.
• Demonstrated work experience as a Technical Recruiter or Recruiter.
• Practical experience with the phone, Skype, and other interview formats.
• Technical expertise is required.
• Ability to understand and explain job requirements for IT roles.
• Must have experience in recruitment processes and platforms.
• Thorough understanding of social media recruiting, Boolean search, and other sourcing techniques.
• Verbal and written communication skills.
• In-depth knowledge of HR practices and labour legislation.
• Excellent interpersonal and decision-making skills.
• Proficiency with Microsoft Office and ATS software.
• Good understanding of the technology industry.
• Organizational skills.
• Critical thinking skills.

 

Essential Skills

• Communication skills: Technical recruiters must have the ability to communicate effectively across a range of media. You’ll be required to craft compelling job and social media posts and communicate effectively with applicants and hiring managers over the phone, email, and in person. Throughout the hiring process, you are expected to serve as the company’s representative to applicants, the hiring manager’s point of contact, and a mediator between the two parties. Because of their duties, recruiters are required to speak effectively and concisely with the public as well as with candidates and coworkers.
• Skills in data analysis: The capacity to comprehend huge amounts of data and identify the key aspects is a skill in data analysis. To locate the best candidates for job openings, technical recruiters employ data analysis. They gather information from job descriptions, resumes, and applications to identify the top prospects for a position. Finding the best candidates for a job opening also involves data analysis. Finding the candidates whose talents most closely fit the job description requires examining the competencies of the applicants.
• SEO skills: The technical skill of improving a website to appear higher in search results is called search engine optimization (SEO). Technical recruiters use SEO to make job advertisements for their businesses show up higher in search results. They can locate and get in touch with potential prospects more rapidly as a result. To have their company’s careers page appear higher in search results, technical recruiters also employ SEO. As a result, their organization can recruit more candidates.
• Social media marketing skills: Social media is a tool used by technical recruiters to advertise job openings and draw applicants. They engage with candidates via social media and perform preliminary screening to ascertain whether a prospect is a suitable fit for a post. They further advertise their business and brand on social media.
• Interpersonal relationship skills: The capacity to establish and preserve wholesome relationships with others is known as interpersonal relationship skills. You can be in charge of upholding connections with hiring managers and candidates as a technical recruiter. This implies that you must be able to establish trust with others and communicate successfully.
• Technical knowledge: You should be knowledgeable about technical issues, even though you don’t need to be able to code yourself or have a thorough understanding of IT software and hardware. This background information will enable you to talk with job prospects, respond to their questions, and assess whether their specific qualifications match what the employer is looking for. It will also help you understand what hard skills are important to hiring companies.
• Sales skills: Technical recruiters frequently collaborate with sales professionals to identify and entice prospective employees to the organization. This means that to persuade candidates to apply for a position, technical recruiters must possess good sales abilities. Sales abilities are another tool used by technical recruiters to bargain with candidates and persuade them to accept a job offer.

 

How to Become a Technical Recruiter

Step 1. Education

Although a degree isn’t always necessary for being a recruiter, it can aid with job growth. Employers typically prefer candidates with a Bachelor’s degree in human resources, business, psychology, sociology, or a similar discipline. But for technical recruiters to remain a competitive alternative for employers, they must possess a degree in computer science, information technology, computer engineering, or a closely related field. To be prepared when applying for entry-level roles and joining the workforce, it is advised that you concentrate on developing industry-specific skills during your studies. You may be required to select a specialism in your profession as a technical recruiter. Choose the area of the Technical Recruiter field where you feel most confident, and then keep working actively to advance in that area of Technical Recruiter specialization. Coursework in computer programming, data structures, algorithms, and software engineering is crucial for technical recruiter education.

Step 2. Acquire work experience and training

Generally, after earning your four-year Bachelor’s degree in a related field, you can work as a technical recruiter. You’ll normally start your job as an entry-level Technical Recruiter once you’ve earned a Bachelor’s Degree in Business or a closely related discipline. For entry-level recruiting positions, prior work experience is not required, however, having some pertinent knowledge is advantageous. The majority of the time, technical recruiters obtain on-the-job training from their new company. The hiring procedure, technology, and preferred communication mode of the organization may all be covered in this training. Some jobs, like senior recruiting positions, might call for prior work experience. Candidates can get experience by working as customer service assistants, HR interns, or in other client-oriented industries. Through seminars and conferences, technical recruiters can also acquire training. Technical recruiters can learn about new technology, market trends, and best practices at conferences and seminars.

Step 3. Licenses and Certifications

Although certification is optional, recruiters can gain from it because it demonstrates professional competence and understanding and helps with job advancement. Certifications from organizations like the Human Resource Certification Institute (HRCI) and Society for Human Resource Management (SHRM) can give your resume more credibility and teach you the hard skills necessary for a recruiter. Some technical recruiters decide to become certified to better understand the hiring procedure and increase their chances of career progression.

Step 4. Pursue advancement in this career path

There are various stages in the Technical Recruiter career path after entry-level. To advance to the next senior-level position as an entry-level Technical Recruiter, may take two years. To advance in your technical recruiting profession, you need to have amassed roughly two years of experience at each level. To further your career as a technical recruiter, you might need to complete extra coursework, earn a graduate degree (such as a Master’s Degree) in a relevant field, or obtain specialized certifications. Not all businesses and industries mandate ongoing training to develop your technical recruiter career. However, obtaining this degree can make it easier for you to move up to employment with greater pay.

 

Where to Work as a Technical Recruiter

Technical recruiters operate in a fast-paced setting where they frequently communicate with people over the phone or in person. They are employed in a technical or engineering-based field. They might also travel to job fairs and other gatherings to meet prospective applicants. Technical recruiters normally work a full-time schedule, while some who don’t may put in extra hours to meet deadlines or travel to events. They are generally employed by IT firms, engineering firms, HR consultancies, IT firms, IT solution providers, and firms that develop software.

 

Technical Recruiter Salary Scale

The salary scale of a technical recruiter can vary significantly based on many factors such as level of education, certifications, additional skills, the number of years spent in the profession, the size of the industry, and the type of employer. In the US, the average Technical Recruiter salary is $75,010 per year, but the range typically falls between $62,844 and $85,888 per year.

The average Technical Recruiter salary in the UK is £39,747 per year. The salary range typically falls between £34,524 and £46,527 per year. The average salary of a Technical Recruiter in Canada is $79,541 per year. The salary ranges between $70,896 to $89,418 per year. A Technical Recruiter in Nigeria typically earns around 5,260,000 NGN per year. Salaries range from 2,280,000 NGN to 7,540,000 NGN per year.

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