Technical positions, like software engineers and developers, technical managers, etc., are notoriously difficult to fill, which is why working with a tech recruiter is the way to go.
But, like anything else, the experience you have with the recruiter you work with largely depends on what you do (and what you don’t do).
5 Dos and Don’ts of Working With a Technical Recruiter
#1. Do choose your tech recruiter carefully.
The process of hiring for tech positions can be long, difficult, and expensive, and the last thing that you want is to get it wrong. If you end up hiring the wrong person, you’ll have to start the process all over again. And, only the right recruiter can help you find the right candidate.
The fact of the matter is that not all tech recruiters are made equal. There will always be those recruiters who just want to fill the position as quickly as possible so that they can move on to the next client.
But, working with a recruiter that will take the time to understand your organization and what you’re looking for, and that’s dedicated to finding the right candidate for you, makes all the difference.
#2. Don’t dismiss a candidate based on their resume.
When your tech recruiter presents you with a candidate, don’t make the mistake of automatically dismissing them based on their resume alone.
The truth is that, while a good resume can certainly make a candidate stand out, it can’t give you much of any indication of the kind of impact a candidate will have on your organization. Resumes are limited to a candidate’s experience and education, which don’t give you any insight into their potential performance.
An effective tech recruiter understands the importance of looking at a candidate’s potential rather than just their education and experience. And, they know how to hire for potential, which is a lot less cut and dry than just looking at a resume.
#3. Do have an idea of what you’re looking for in a candidate.
Recruiters are great at reading people and evaluating their potential, but what they aren’t great at is reading minds. If you don’t know what you’re looking for in a candidate, it’s going to make it that much more difficult for your recruiter to find the right one for you.
You don’t necessarily have to know every detail of what you’re looking for in a candidate, but the more you know about who you’re looking for and what kind of impact you want them to have, the more successful your recruiter will be.
While it’s important to know what kind of candidate you’re looking for, it’s also important to be open-minded. It’s especially important not to get too caught up in specific details, like how much experience a candidate has or their educational background.
Focusing on the wrong things is a surefire way to miss out on the right candidate.
#4. Don’t overlook the importance of culture fit.
A company’s culture is the shared vision that everyone within the organization shares and works towards. It’s the passion and enthusiasm that your team shares for the job. It’s the way people interact with one another and the atmosphere of the job.
You can have the perfect candidate on paper. Maybe they have all the right skills and experience, and you’re impressed with their performance in the past. But, if they don’t fit well with your company culture, chances are, they won’t work well with your team, and that can be seriously detrimental to your organization.
Culture is what makes your organization unique, and any recruiter you work with should take the time to get to know your culture as much as possible. And, they should be dedicated to finding a candidate who fits well with your culture.
#5. Do trust your recruiter!
Whether you’re hiring a full-stack developer or an IT manager, there’s a lot on the line, and you want to ensure that you get it right. The process can be stressful, and it’s not always easy to trust someone outside of your organization to know what’s best for you or how to find the right person for the job.
But, that’s exactly what your tech recruiter is there for! And, if you’ve decided to work with a tech recruiter, it’s important to trust them to know what you don’t and how to find the best candidate for the job.
That’s not to say that you should have no say in who you hire. You should absolutely ask questions, verify important information, and have the final say in who you go with. But, you should also trust your recruiter enough to give a chance to the candidates they find, even if they don’t check all of your boxes on paper.
If you’re looking for a tech recruiting firm in Colorado that can help you find the right candidate for your needs, look no further than Riderflex. Our one-of-a-kind process ensures that we help you get it right the first time, and that you find a candidate that has the right skill and personality for the job at hand.