Hiring Freshers for the Recruitment roles at Swanktek, Hyderabad

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At Swanktek – We intend to train the freshers and mould them to be effective recruiters. 

To carry out the tasks of technical recruitement effectively – the technical recruiter needs the following skills. You would be intensely trained in these following areas and would continue with Swanktek in the Technical recruiter roles.

 Technology knowledge – Ability to understand technology and to keep abreast of technology trends at client company.

 Confidence – The ability to be comfortable in who one is. If you don’t know then know it, learn it and do not try to fake it. It may be off-putting to your candidate when you try to fake technical knowledge.

 Maturity – Recruiter level needs to equal or above that of the candidate ( an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). That being said, nothing is impossible. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience.

 Inquisitiveness – Being able to ask questions of your sales/account managers (agency recruiters), clients (hiring managers) and your candidates

 Relationship Building – Start every conversation with the intent to build, develop and maintain relationships with your candidates.

For effectiveness the IT Recruiter should:

 Continue in an area of strength: An individual technical recruiter may work best when recruiting efforts are focused on job titles in similar levels and expertise. For instance a technical recruiter who is comfortable with recruiting system administrators, desktop support engineers and other job roles in similar categories may not be as effective if required to recruit at higher (lower) levels and job roles – this is often a requirement in technical recruiter job descriptions. Patience becomes a great virtue for a recruiter who after working with software developers for a number of years is now required to recruit desktop support engineers. This is in no way disparaging either the recruiter or the candidate but only to highlight the fact that recruiters, just like any other working professional have areas of strength that should be harnessed.

 It takes time to learn and understand the lingo and requirements of different technical job roles in order to become effectual. A technical recruiter familiar with candidates at a certain level may require meaningful on-the-job-training time to gain the confidence required to start recruiting senior level IT professionals. The expectation that recruiters should be able to recruit candidates at all levels of IT is a recipe for failure. Technical recruiters may attempt to recruit at all levels, but may not produce great results. Some recruiters are better suited in entry level jobs, others consulting, others business process systems, executive levels etc.

Duties of the Technical Recruiter (for a Job Description)

The job of a technical recruiter is to be able to identify/screen/qualify candidates for IT positions; the recruiter also reviews, reformats and presents resumes to hiring managers. These are some of the duties and requirements of a technical recruiter.

 Source, screen, interview, and evaluate candidates

 Foster long-term relationships with candidates

 Review and understand technical job requirement requirements

 Review applicants to verify if position requirements are met

 Format resumes meeting client expectations

 Research new technologies

 Create detailed job descriptions

 Follow up with candidates

Requirements for Technical Recruiter

 Ability to build strong relationships

 Ability to learn technical information

 Self-confidence and self starter

 Office automation tools (MS Office etc) for proofreading, editing and formatting

 Good written and verbal communication skills

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