The first thing worth noting is that the recruiter must be fully familiar with the vacancy, the requirements and programming languages that will be needed for the position. This way, when a candidate asks a technical question, the recruiter will be prepared and will be able to answer at least in general terms.

The recruiter must also know information about the company, its policies, hiring rules, salary ranges, voluntary health insurance and other features provided by the employer.

The second, important skill of a recruiter is constant training in changes in the IT field. New technologies are constantly emerging that candidates may ask about working with; you need to clearly know what technologies the company or IT department is working with

The third and perhaps most important thing to note is communication skills. Of course, every recruiter knows how to communicate with people – this is his job, but it is worth noting that IT specialists are mostly quite closed to themselves or simply introverts. Of course, not all of them, but following generally accepted stereotypes, most of them are really not particularly sociable. Therefore, it is worth reducing the pressure and not putting pressure on the candidate; if it is more convenient for him to communicate in the format of correspondence in the messenger, go to meet him.

The fourth point is a basic understanding of technology.

Yes, of course, the recruiter is already familiar with most programming languages and technologies, and perhaps even pronounces “Python” correctly, but this is not always enough. If this is an IT company, then the recruiter can always turn to the senior or technical director for help when making a decision about going to work.

If the company is large and they are simply looking for a specialist in the IT department, then colleagues are unlikely to have time to check the candidate.

Simply put, before being hired, a candidate in any case undergoes a technical test task, so how can you check the correctness of the solution. Some candidates “lick” the answers from the Internet and think that they will figure out the job after starting a new job, which often lets themselves and the company down. This means that the recruiter must understand what answers he should receive from a specialist to the necessary questions in order to choose the right specialist

The fifth point is the ability to communicate with IT specialists from abroad. The candidate can ask questions about relocation, taxation, housing, etc. Questions may also arise about work dialing and the problem of time zone differences. You need to clearly know what time an employee should be on call in different time zones.

Working with responses:

-quick response

IT specialists quickly find work and if you are really interested in a candidate, then you should not put off this process for a long time. If you respond to a candidate a week later, he will probably no longer remember about your company and the proposed position. Often, an IT specialist gets acquainted with the company before sending a response, unless of course he is a student who is just trying to gain experience after graduation.

All of the above will make you an excellent IT recruiter and will help you find the right candidate.

But if suddenly your company urgently needs an IT specialist, and you do not have the time/resources or experience, then you can contact us and we will find you the ideal candidate in 3-5 days. We already have our base and we are confident that your ideal candidate is waiting for you.