FRG Technology Consulting’s Post

What makes you a technical recruiter? The title "technical recruiter" is not enough. If only it were that simple. Then we probably wouldn't talk about the low barriers to entry in recruiting, or about recruiters who don’t really understand the roles they are hiring for. So, what does a real-deal, candidate-friendly Technical Recruiter look like? -Someone who can spot what's missing in job descriptions from a mile away; -Someone who knows how to highlight the technical strengths of a project and can explain it to a developer; -Someone who uses precise keywords in their search queries because they know one tech skill usually brings a suite of others; -Someone who understands how projects are developed, how tech stacks are chosen, the stages of development, and the ultimate goal of the hire. What did I miss? #recruiting #hiring #sourcing #dontpanic #recruitment

What is critical about technical recruiters? In this age of tech domination, technical recruiters are the wizards behind finding many bright skilled talents in the corporate world! A successful technical recruiter must have a solid understanding of the specific technical skills and qualifications required for the positions. This includes knowledge of programming languages, software development methodologies and other technical competencies. Staying up-to-date with industry trends, technologies and changes is crucial for technical recruiters. This knowledge helps them identify top talent and understand the evolving skill sets required for various technical roles. Moreover, a technical recruiter must have a wide and diverse professional network gained through years of experience. A broad network provides access to a larger pool of potential candidates, each possessing specialized skills. So if you want to hire top-notch technical talent, look for a research minded technical recruiter with expertise and a broad network. #technicalrecruiter #technicalrecruitment #techrecruiter #techrecruitment #hiringtechtalent #hiringengineers #techcareers #techtalent #globalrecruitment

💼 Ask A Tech Recruiter: 3 Tips For Navigating A Tough Tech Job Market 💻 In today's competitive tech landscape, finding your dream job can be a challenge. But fear not, because our tech recruitment experts are here with some invaluable tips to guide you through: Read Here 🌐 - https://t.ly/ohOw2 Have questions or need personalized advice? Reach out to our tech recruitment experts and let's navigate this journey together. 💡 #certro #TechRecruiter #TechJobs #HiringTechTalent #TechCareer #ITRecruitment #JobSearch #TechIndustry #JobOpportunities #RecruitmentTips #TechSkills #CareerAdvice #ITJobs #JobHunt #CareerDevelopment #TechRecruitment #JobMarket #JobSeekers #RecruitmentStrategy #EmploymentOpportunities #TechIndustryInsights #Forbes

First Steps to Becoming a Tech Recruiter The role of technical recruiter continues to rise in importance as organizations across industries increasingly rely on technical talent. To become a tech recruiter, one must have a functional understanding of technical roles and be able to find the right candidates and make them feel comfortable during the hiring process. Additionally, expanding your tech stack by using modern technology such as LinkedIn Sales Navigator and understanding boolean searches can give you an edge in finding success in the technical recruiting industry. Understanding the importance of global tech talent and being able to take a global approach to finding talent is also crucial. https://ift.tt/ROIjFWd #news #cto #tech

When hiring for roles that require skilled and technical professionals, the recruiting process can not only become tedious, but overwhelming to non-specialized recruiters. For a large company hiring many roles across multiple departments in various locations, a specialized talent search isn’t feasible for an in-house team. That’s where we come in. Check out this full case study at https://lnkd.in/ediKet2c #TheUltimateConnectors #ItTakesTalenttoSoar #RPO #RecruitmentProcessOutsourcing #Tech #TechTalent

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My last post went viral. Many of you asked for a follow-up on RECRUITERS Do's and Don'ts, so here it is: My 10 recruitment rules to follow. /* Addressing some common candidate pains! */ Let's create a better experience for candidates! Candidates, recruiters, what would you add? #hiring #techjobs #engineering #design #recruiters

💡 Greetings Technical Recruiters and Human Resources Professionals!  Let's address the obvious challenge in recruiting: hiring for technical roles. With my extensive 8+ years of experience in technical resource hiring, I've witnessed firsthand the difficulties, time commitment, and costs associated with finding the right talent. From sorting through an endless pile of resumes to conducting multiple interview rounds, the process can feel like an uphill battle. One of the most frustrating aspects? Dealing with no-shows and unqualified candidates that come out of nowhere, wasting important time and resources. It's a common struggle that leaves even the most experienced recruiters puzzled. However, your input is invaluable! As someone familiar with the complexities of technical hiring, your insights can shape the future of recruiting. I encourage you to share your thoughts and experiences below. ⭐ - What are the biggest roadblocks you encounter in technical hiring? - What strategies have proven effective in optimizing the process? Let's start a discussion and work together to tackle the challenges in technical recruiting. Your feedback could pave the way for more efficient and effective hiring practices. Eager to hear your perspectives! 🚀 #TechnicalHiring #Recruitment #HR #FeedbackWelcome

🚀 Recruiters: Your Strategic Hiring Partners! Recruiters go beyond filling vacancies; we become strategic partners in your hiring process. By understanding your company's culture and goals, we ensure that each hire contributes to your long-term success. Elevate your hiring strategy with a recruitment partner! 💡🌐 #StrategicHiring #RecruitmentPartnership #CompanySuccess

In a fast-growing Scale-up, when is it the right time to hire an internal Recruiter? It's arguably the biggest "elephant in the room" for most Scale-Ups we recruit for. Having been an in-house recruiter, here are 3 milestones I think you need to have reached in your Scale-up before hiring an internal recruiter: 🔥 30+ Open Roles (Average run-rate) 🔥 3+ C-Levels with minimum 18-month average tenure 🔥 £10k p.a. budget to invest in Recruitment Tech stack (Linkedin Recruiter | Job Boards | ATS | Lusha | SalesQL | Apollo | etc.) #scaleup #recruitment