Some recruiters are born with the innate craft of forming relationships with people and being able to find the best talent. A more realistic way to look at it is that they hone their skills from good training practices and guidance from managers over their career. Technical recruitment requires additional skill sets than sourcing for other professions, which is why you’ll often see managers spending more time training these employees. Here are a few best practices for training recruiters.
Most of us can understand how to find someone with “communication skills” or “experience using reporting tools”, but what about the various technology concepts you see sprinkled throughout job postings? The average Joe isn’t familiar with terms like “Objective-C”, “scrum team”, or “distributed systems”, so they need to become familiar with them.
Training a new technical recruiter can be done in a variety of ways. Some common practices include familiarizing them with technical terms (check out our Tech Glossary to start), giving them information on the software development process, and having them sit down with members of their organization’s technical team to ask questions and have important conversations.
When it comes to recruiting and talent acquisition, goals are often met when you contact a specific number of candidates or fill a certain amount of roles. These aren’t always the best “goals” to be setting, especially with technical candidates, who are often not actively looking for a job or vehemently despise LinkedIn spam. Instead, create a program that focuses on things like quality of candidates, forming lasting relationships to create a candidate pipeline, and establishing a good time-to-hire.
Continuous feedback is an integral part of ensuring your recruiters’ successes in their role. Have weekly check-ins, look through their recruitment emails, and follow up with new employees they recruited to help formulate this feedback.
Recruiters and candidates aren’t the only people that should be involved in training. Hiring managers are an important part of the recruitment process, and therefore should be included in the training as well. If the technical hiring manager and the recruiter aren’t on the same page, you’re not going to get good results. Put in place communication channels and guidelines for the hiring manager and recruiter relationship. For example, if the hiring manager has a new role they want to fill, they should meet with the recruiter to go over the specifics, or maybe even write the job description together.