Do you have the most in-demand skills to succeed as a tech recruiter in 2020?

In case you haven’t noticed, recruiting has become more challenging than ever — especially if you’re hiring for tech. Not only has a candidate-driven market completely changed the recruitment process, it has also given back power to job-seekers and making them more selective about the companies they choose to work with. 

Today, recruiters have to deal with a growing number of challenges and need to juggle multiple roles at the same time. Not only do they have to keep in constant communication with different stakeholders, they also have to build strong relationships with the job-seeking community to identify and connect with key talent. 

But doing so requires a number of hard and soft skills. Here’s our no-fluff list of 4 traits that we think are essential to help tech recruiters survive and thrive in the upcoming year: 

1.Tech recruiters, the next social media ninjas

Modern hiring is obsolete without leveraging the use of social media. If you’re in the recruiting space and not making use of the many social platforms to advertise open roles, connect with potential candidates, and verify their experience and skills, then you’re definitely losing out.  

According to a 2018 Clutch survey, about 15 percent of job seekers today use social media to make their next career move. Another 2018 CareerBuilder survey claims that 70 percent of employers use social media to screen candidates during the hiring process. 

While it’s evident that social media channels serve as a tool for both job-seekers and recruiters, it’s important to distinguish which platforms are best to reach the right kind of talent. Among job-seekers:

  • LinkedIn is the most prominent social media channel, as 85 percent of respondents from this survey claim; 
  • Facebook is cited as the second most powerful social channels for job hunting at 74 percent;
  • Twitter is considered the third most influential social media source at 39 percent;
  • Other surprising channels included Google+ and Instagram at 19 and 16 percent. 

Ultimately, tech recruiters should understand where their time can be best spent, and which platforms will yield the most leads with the most promising candidates. While a quick search can show how many eligible job-seekers are available on a platform, social channels such as Facebook and Twitter can be a bit more difficult to track. 

(Psst… If you’re a recruiter who has fell short on time and would like to get leads to qualified and pre-vetted candidates, try hiring talent with us!)

2. Ramped up interpersonal and communications skills

Not much of a social person? If you’re a recruiter, you need to get out of your comfort zone and really get out there to network with tech talent. 

Candidates are being approached by recruiters left and right, thanks to low unemployment rates and a candidate-driven market. Talent today doesn’t have time to respond back to multiple recruiters approaching them with the same opportunities and chances to advance their careers. 

If you really want to get the attention of a potential candidate, you need to connect with them on a personal level. If you’re connecting with talent over a social media platform such as LinkedIn, take the time to connect with them before you approach them for a position that you’re hiring for (considering you’re not in a rush!). Comment on their posts, participate in a group discussion they started, and leave feedback and comments under posts (if) they author any online. 

You also need to have strong communication skills that make you stand out from the rest of the crowd.The ability to communicate through a variety of channels is key for tech recruiters today. After all, they are taking on multiple roles when hunting for the best prospect. Not only are they expected to write effective job descriptions and advertise them, they are also responsible for corresponding with both candidates and hiring managers via phone and email. As a result, recruiters must be able to communicate clearly and concisely.  

3. Ability to use technology and tools to their advantage

It’s important for recruiters to become tech-savvy. 

There are so many tools that can make their life easy in today’s fast-paced work environment. From tools that help you create automatic job descriptions, to software that lets you test technical skills online, it’s important to create a tech stack that will save you time and energy.

If you don’t already, consider using hiring technology like Applicant Tracking Systems (ATS), Performance Management platforms, and HRIS. While the obvious benefit includes automation of tedious and time-consuming tasks, here are some other perks that come from using technology:

  • Using a tech stack can help overcome stress and reduce some of the pressure that comes with working in a fast-paced environment;
  • Allows recruiters to multi-task as many of their manual processes are automated
  • Let’s recruiters make data-driven decisions and track key performance indicators (KPIs) to make hiring more efficient.
  • Improve a recruiters management and organizational skills, as most tools allow to automate communications, tasks and key deliverables.

4. A pro salesman and marketer

Recruiters must be able to market and sell the company they’re hiring for. Because talent — especially tech talent — has the ultimate power over employers today, recruiters must do everything they can to hire the best candidates and retain them. 

When it comes to extending an offer, a strong recruiter needs to know what to say or do to prove to the candidate that the position (and company) is right for them. Alternatively, they will also need to sell the candidate they’ve chosen to the hiring manager. So it’s extremely important that the recruiter develops sales and marketing skills.

Recruiters must develop the same advertising and analytics skills that marketers use to test and audit their lead generation programs. This will help you:

  • Find the right channels to pursue talent;
  • Leverage tech to increase the reach of job posting;
  • Identify hidden pockets of highly engaged candidates.

Do you have what it takes to succeed in recruiting?

Start the new year with a new outlook on how to recruit tech talent. With the help from tools that can automate much of your manual processes, and leveraging the use of social media to connect with potential candidates you can hire smarter and better.

If you find yourself lacking some skills that will help you market the company you’re working for and sell the job opening to tech talent, here are some courses that can get you started:

Found this article helpful? If you don’t have time to invest in automation tools, or invest time in building relationships to find the most skilled candidates, try hiring through the 9to5 platform.

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