What does an employer want to hear from an IT recruiter?

Are you familiar with the situation when you worked, tried, and finally – bingo! – found a suitable candidate. You send your resume to the hiring manager, add a description of your efforts and the subtle mental organization of the future employee, but the employer does not understand what your merit is and what advantages this candidate has. It’s terribly offensive and unfair. Let’s try to figure out what the client company wants.

Customers develop and implement projects and solve business problems. IT recruiters are approached to receive a professional service and pay for it. They want benefits and benefits. The appropriate language of communication is the language of numbers and facts.

The deeper the recruiter understands the requirements and market situation, the faster he will introduce the appropriate employee. Even if the original request changed several times.

When interacting with the hiring manager, especially if this is the first vacancy for a new customer, the IT recruiter asks a lot of questions. He explains what he does and why it will be best, and these are the actions that will help speed up the process and solve the selection problem quickly. For example, sometimes it is enough to reduce the number of stages of interviewing a candidate and the selection process will go faster. Candidates will stop dropping out of the final stage because they are not willing to wait that long. After all, they are also considering other proposals.

Hiring managers want quick and clear results. Therefore, during the first meeting we agree on the next steps and deadlines. When will the first candidate resumes be provided? What information needs to be provided to the employer so that he can decide at each stage. How he will receive feedback from the recruiter during the period of support and what feedback is expected from him after the interview. What salaries are announced by competitors in the market and what conditions candidates choose in this search region.

IT recruiters greatly save the manager’s time and weed out unsuitable or unmotivated candidates. They eliminate biased assessment by agreeing on the competency map and clarifying the necessary and sufficient level of the candidate. Where should it be only this way, because…, and where you can vary the requirements, because….

It is better to record any agreements in writing. Hiring managers tend to be overloaded with information and may forget about details, especially if they change.

The client wants to deal with an expert, a partner, to whom he delegates part of an important task and expects the same professionalism from IT recruiters. Tell us how you work, show numbers and facts, provide compelling arguments and improve communication.

Important rules for communication with candidates and employers

Here is a short summary of what to do to ensure that any communication brings satisfaction to all parties and leads to a mutual result.

  • First, we clarify the motives, then we continue the dialogue with the candidate.
  • Ask questions that will clarify the motivation of the person or company now.
  • Allow your partner – the hiring manager or candidate – to think about whether they may not have thought about the question you asked before.
  • Take care of your emotions, be neutral and friendly.
  • Give the opportunity to decide based on the information provided, do not think for others.
  • Choose the language of communication personally, provide arguments – facts, figures, official sources.
  • Speak the same language as the customer.