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To be a successful recruiter you’ll want to have a number of skills, including active listening, strong communication skills, and present a personable nature. When recruiting tech talent, you’ll also want to be up-to-date with the latest technologies and trends, have a thick backbone, and complete transparency when describing a position to a candidate. Here are a few more habits every tech recruiter should develop to be successful.

Keeping Up With the Latest Tech Trends

You don’t need to know how to program in Python to recruit the best developers out there, but you do need to be familiar with the language itself. The best tech recruiters stay up-to-date on the latest programming languages, conferences and meetups, and industry changes. Take a half hour or so each day to catch up on your favorite tech blogs and Twitter feeds. Schedule a weekly catch-up with your company’s technical team and see what they’re up to.

Supreme Organization

Even if you’re only looking to fill one open position, keeping track of your candidates requires extreme organization. You’ll want to keep track of all the applicants (the ones who are and aren’t qualified), where they are in the recruiting process, what communication we’ve made with them, have files of their CVs, and much more.

We suggest using an organization tool like Trello to keep track of everything in one place. Additionally, some applicant tracking systems have built-in features that allow you to keep things organized the way you like. For tracking due dates and events, there’s always the old favorite, the desk calendar, that you can use if you like to keep things old school.

Always Be Filling Your Candidate Pipeline

A big mistake lots of tech recruiters make is to look for the perfect candidate only when a new role opens up. Instead, they should always be looking for tech talent for future job openings. This is often referred to as “adding to your candidate pipeline.” You’re bound to receive lots of inbound job applicants that have impressive skills, but aren’t right for the one particular role. Instead of sending a rejection email and moving on, keep them in a database so you can revisit them for a potential role in the future.  And remember -- you never know where your next hire will come from

tech recruiting 101


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