Technical Recruiter
Complete with job descriptions, skill profiles, and interview templates. Use this Technical Recruiter hiring guide to help you make the right decisions, fast.
HOW TO HIRE A Technical Recruiter
What does a Technical Recruiter do?
A Technical Recruiter will identify, recruit, screen, and present good candidates for technology positions, collaborating with hiring managers to set realistic technical requirements.
Day to day tasks of a Technical Recruiter
- Facilitate contacts by creating and maintaining a presence in the technical/industry community and marketplace
- Collaborate with hiring managers to understand the needs and roles to be filled
- Write and review job descriptions for vacancies
- Identify the most effective methods for recruiting and attracting candidates
- Draft recruitment advertisements; post and/or place ads in the most effective digital and/or print media for open positions
- Identify appropriate candidates and assess their qualifications through review of their resumes, interviews, and other forms of communications
- Maintain contact with candidates to keep them apprised of the status of their applications
- Provide advice to hiring managers regarding salary negotiations with final candidates
Technical Recruiter definition
A Technical Recruiter is in charge of sourcing, screening, scheduling interviews, and extending offers to candidates that are suited for technical roles, for example, software engineering, data analysis, technical writers, etc.
HIRING PROCESS
Technical Recruiter Hiring Process
Build the ideal candidate profile
Skills needed for a Technical Recruiter
A Technical Recruiter must be a critical thinker and flexible when faced with changing priorities. A Technical Recruiter must also have a focus on relationship building, candidate engagement, and high-level communication skills.
- Critical Thinking
- Communication
- Candidate Engagement
Pro Tip
Candidate engagement and relationship building are vital skills for a Technical Recruiter. Be sure to include behavioral questions with a focus on these skills during the interview stage.
WRITE A JOB DESCRIPTION BASED ON SKILLS
How to write a Technical Recruiter job description
Once you’ve determined the skills required for the role, you can write the job description to advertise for your position. Here’s what to include in your Technical Recruiter job description:
Job Title: What position are you hiring for?
Summary: What makes your company unique? What would it be like to work for you?
Responsibilities: An overview of the role’s day-to-day activities, and how the position contributes to the organization
Requirements: Skills a candidate must have to perform the job successfully
Benefits: Details of compensation, benefits, and any perks on offer
Pro Tip
In building your candidate profile, remember you’ve already identified what skills are needed to succeed in the role. Here’s where to list your “must-have” skills and maybe a couple of “nice-to-have” skills. For example, a Technical Recruiter must have the ability to communicate effectively with all stakeholders, whether written or verbally. They should be comfortable negotiating salary, employment terms, leave entitlements, flexible working agreements, and other benefits the candidate may be seeking when seeking employment.
SELECTING THE IDEAL CANDIDATE
Sample skill tests for a Technical Recruiter
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Question 1
Critical Thinking
Question Type: Video
How do you know that a candidate has the skills they claim to have? What checks and processes do you have in place to ensure their skills match their resume?
Question 2
Candidate Engagement
Question Type: Document
Imagine you are recruiting for a technical role (feel free to use one that you know well).
Write an example of an advertisement to engage candidates in your niche. It doesn’t have to be the whole advert, just the first few bullet points, and a paragraph.
Question 3
Communication
Question Type: Text
You have just interviewed a candidate for a role, they were perfect for the position and told the candidate that you’d be in touch with them this afternoon with next steps to progress forward. When you got back to your desk you had an email from the client informing you that the role was no longer open to being filled, due to internal staffing changes. You have tried calling the candidate to explain the situation, but you haven’t been able to get through.
Please draft an email below that you would send.
INTERVIEW TOP PERFORMERS
How to interview a Technical Recruiter
Once your Vervoe skills assessment has surfaced the most qualified people for your open role, you can focus on interviewing these candidates. The interview should focus on any skills that require development that were highlighted from the skills assessment.
Now you know that candidates can do the job, the interview becomes more of a relationship building exercise where you can get to know the candidate on a more personal level, understand their motivations, and how they would fit in with the team.
Making An Offer
How much does it cost to hire a Technical Recruiter?
The US average for a Technical Recruiter is $61,147 according to Payscale.com while the reported average salary on Glassdoor amounts to $87,000. 90% of Technical Recruiters earn up to $80,000 with 75% less than $75,000. The lowest-paid 10% is paid up to $40,000.
Technical Recruiter Salary United States
Technical Recruiter salaries in the United States range from $40,000 – $103,000 (USD). Technical Recruiter salaries in the US vary a lot depending on the industry and the amount of career experience.
Source: Payscale
Technical Recruiter Salary United Kingdom
Technical Recruiter salaries in the United Kingdom range from £22,000 – £61,000 (GBP). Technical Recruiter salaries in the UK vary largely based on location and industry.
Source: Glassdoor
Technical Recruiter Salary Australia
Technical Recruiter salaries in Australia range from $60,000 – $130,000 (AUD). Technical Recruiter salaries usually depend on the type of industry they’re in and the amount of career experience.
Source: Glassdoor
