Dear Friends,
I would like to know:
1. How to be an effective Technical Recruiter?
2. Is there a difference in approaching US candidates compared to Indian candidates?
3. What is the career growth as a Technical Recruiter?
Thanks in advance for taking out your precious time to read and answer this.
God Bless,
Regards,
Bhonsley
From India, Madras
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I would like to know:
1. How to be an effective Technical Recruiter?
2. Is there a difference in approaching US candidates compared to Indian candidates?
3. What is the career growth as a Technical Recruiter?
Thanks in advance for taking out your precious time to read and answer this.
God Bless,
Regards,
Bhonsley
From India, Madras
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How to be an Effective Technical Recruiter?
Guess part of the answer lies in the question itself; a good understanding of technology is key. Recruiting is also very intuitive; sometimes you just know who the right individual is.
A couple of key ingredients to be an effective recruiter:
1) How well you know your organization
2) Business you are in
3) Client knowledge
4) Competitors
5) Availability of resources
6) Sources to locate resources
7) Your effectiveness in communicating with prospective candidates
8) Perseverance, follow-ups
9) Ability to differentiate between a fake and a good profile
10) Passion, enthusiasm, love for your job.
Is there a difference in approaching US candidates compared to Indian Candidates?
If you are recruiting US candidates, please ensure that you are asking the right questions. Check EEOC information on what questions to avoid.
What is the career growth as a Technical Recruiter?
You can seek your growth path. Remember that you can master a subject and reach a point where you become a subject matter expert. Recruiting is a very challenging profession and can at times be frustrating; however, you can make it creative. You can move up the ladder to become a Head of recruiting, Talent head, or diversify into other areas of HR.
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4Guess part of the answer lies in the question itself; a good understanding of technology is key. Recruiting is also very intuitive; sometimes you just know who the right individual is.
A couple of key ingredients to be an effective recruiter:
1) How well you know your organization
2) Business you are in
3) Client knowledge
4) Competitors
5) Availability of resources
6) Sources to locate resources
7) Your effectiveness in communicating with prospective candidates
8) Perseverance, follow-ups
9) Ability to differentiate between a fake and a good profile
10) Passion, enthusiasm, love for your job.
Is there a difference in approaching US candidates compared to Indian Candidates?
If you are recruiting US candidates, please ensure that you are asking the right questions. Check EEOC information on what questions to avoid.
What is the career growth as a Technical Recruiter?
You can seek your growth path. Remember that you can master a subject and reach a point where you become a subject matter expert. Recruiting is a very challenging profession and can at times be frustrating; however, you can make it creative. You can move up the ladder to become a Head of recruiting, Talent head, or diversify into other areas of HR.
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Sorry Rajnish,
If you can also tell me where I can get the information on EEOC? Is http://www.eeoc.gov/ more detailed? If so, can I have general info on that?
Regards,
Bhonsley
From India, Madras
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If you can also tell me where I can get the information on EEOC? Is http://www.eeoc.gov/ more detailed? If so, can I have general info on that?
Regards,
Bhonsley
From India, Madras
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Hi, Mr. Rajnish,
Can you tell me how we can differentiate between a fake project and a real project? Sometimes candidates are well-prepared no matter how technically or logically you question them; they respond appropriately, making it challenging to distinguish between their knowledge levels. Considering the time factor, how can we truly differentiate?
I would appreciate hearing your thoughts.
Regards,
Vinay
From India, Hyderabad
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Can you tell me how we can differentiate between a fake project and a real project? Sometimes candidates are well-prepared no matter how technically or logically you question them; they respond appropriately, making it challenging to distinguish between their knowledge levels. Considering the time factor, how can we truly differentiate?
I would appreciate hearing your thoughts.
Regards,
Vinay
From India, Hyderabad
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Quick thoughts: If you are trying to find out if the project is fake or real, you can do a reference check to validate the information.
1) Ask him/her to provide the name of the project leader/manager as a reference. Call the person to validate.
2) You can independently contact the client/company he/she worked for to verify dates of employment.
3) You can inquire about the project from a layman's perspective to determine the objective, team size, applicability, budget, their contribution, deadline, and go-live schedules. If it's fake, they will likely falter at some point.
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1) Ask him/her to provide the name of the project leader/manager as a reference. Call the person to validate.
2) You can independently contact the client/company he/she worked for to verify dates of employment.
3) You can inquire about the project from a layman's perspective to determine the objective, team size, applicability, budget, their contribution, deadline, and go-live schedules. If it's fake, they will likely falter at some point.
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Hey Rajnish,
I am Rachna Agarwal, currently doing my summer internship with a well-known IT MNC. I am working as a Technical Recruiter, and as part of my project, I am expected to map the recruitment process involved, recommend any changes, and explore the available sourcing tools to suggest a new and cost-effective tool.
It would be really kind of you to guide me on the methodology to proceed with my project. Also, if a questionnaire needs to be formulated for mapping the process, what areas should I concentrate on while formulating it?
I am looking forward to a quick response.
Rachna
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I am Rachna Agarwal, currently doing my summer internship with a well-known IT MNC. I am working as a Technical Recruiter, and as part of my project, I am expected to map the recruitment process involved, recommend any changes, and explore the available sourcing tools to suggest a new and cost-effective tool.
It would be really kind of you to guide me on the methodology to proceed with my project. Also, if a questionnaire needs to be formulated for mapping the process, what areas should I concentrate on while formulating it?
I am looking forward to a quick response.
Rachna
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Rachna,
It would be really kind of you to guide me on the methodology to be adopted to proceed with my project. Also, if a questionnaire is to be formulated for mapping the process, what areas should I concentrate on while formulating one?
If you are measuring the effectiveness of the current processes, you could look at each of the current recruitment processes and check their effectiveness. For example, vendor success – if you are using staffing firms, which ones provide you with qualified and filtered resources, on time and at a price you desire. You could use market best practices or benchmark against the best in the market.
I am not sure if this answers your question. Take a helicopter view approach – zoom out from your seat, and take a look at the recruitment division, the people, their roles, the current processes, and then examine your objective. This approach should help you find your course.
Best wishes,
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It would be really kind of you to guide me on the methodology to be adopted to proceed with my project. Also, if a questionnaire is to be formulated for mapping the process, what areas should I concentrate on while formulating one?
If you are measuring the effectiveness of the current processes, you could look at each of the current recruitment processes and check their effectiveness. For example, vendor success – if you are using staffing firms, which ones provide you with qualified and filtered resources, on time and at a price you desire. You could use market best practices or benchmark against the best in the market.
I am not sure if this answers your question. Take a helicopter view approach – zoom out from your seat, and take a look at the recruitment division, the people, their roles, the current processes, and then examine your objective. This approach should help you find your course.
Best wishes,
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Hey Rajnish,
Thanks for your inputs. I am actually trying to look at things more meticulously, but I realize that there is so much in each aspect that can't be covered in 3 weeks - that's the time I have to complete my project.
Could you shed some light on the most significant parts of the process for the IT industry specifically? I would appreciate it if you could share some literature on the subject, if I am not really bothering you too much.
Rachna
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Thanks for your inputs. I am actually trying to look at things more meticulously, but I realize that there is so much in each aspect that can't be covered in 3 weeks - that's the time I have to complete my project.
Could you shed some light on the most significant parts of the process for the IT industry specifically? I would appreciate it if you could share some literature on the subject, if I am not really bothering you too much.
Rachna
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Hi Rachna,
Here are a couple of examples off the top of my head:
- Sourcing/Locating of resources: Current practices, effectiveness
- Recruiters: Skills, Abilities, Knowledge - success ratio
- Screening processes: (Technical/HR) The current process effectiveness, loopholes
- Background validation
- Offer formalities
I hope this helps.
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Here are a couple of examples off the top of my head:
- Sourcing/Locating of resources: Current practices, effectiveness
- Recruiters: Skills, Abilities, Knowledge - success ratio
- Screening processes: (Technical/HR) The current process effectiveness, loopholes
- Background validation
- Offer formalities
I hope this helps.
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Hi Bhonsley,
There is definitely a difference when approaching Indian candidates and US candidates for opportunities. Recruiting is something that you will learn as you work on requirements. A Technical Recruiter can grow to be a Business Head of a Recruitment Company.
Cheers,
Fred
From India, Chennai
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There is definitely a difference when approaching Indian candidates and US candidates for opportunities. Recruiting is something that you will learn as you work on requirements. A Technical Recruiter can grow to be a Business Head of a Recruitment Company.
Cheers,
Fred
From India, Chennai
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2-RECRUITMENT PROCESS-2.doc