How should the recruiter talk to a technical person and what elements of the conversation should he pay special attention to?
04.04.2018
How should the recruiter talk to a technical person and what elements of the conversation should he pay special attention to?
In a conversation with a technical person (e.g. programmer, system analyst), the recruiter must demonstrate several important rules, the non-observance of which often results in hiccups in the later relationship (if it happens at all). The iron curtain between the recruiter focused on the implementation of the plan (closing a specific recruitment process) and the candidate willing to change jobs is the method of communication, which, if incorrectly defined, can lead to many misunderstandings. So what should you pay attention to when talking to a person who communicates in a language understood only by the most talented people on a daily basis?
Be specific
Do not pour the proverbial water, try to clearly specify the messages and present the strengths of the offer. Programmers value their time above all else. According to statistics, on average, a programmer receives about 20 messages a day in his e-mail inbox - so he will focus only on those offers that are specific and specific.
Build relationships
Try to make the conversation with the programmer not just a sad monologue, but an opportunity to meet a new person whom you can help in finding a better job. Talk, listen a lot, analyze and draw conclusions. Be helpful and keep us informed about all stages of the recruitment process. Let the programmer feel that you care and are able to do more work because through involvement you build your image.
Listening > Speaking
Remember that it is mainly by listening, not talking, that you learn new things about a particular candidate. So let him talk about himself as much as possible, ask specific questions (strongly avoid those to which you already know the answer, e.g. from the CV sent!), ask for more details if necessary. Don't interrupt mid-sentence, be polite and respectful. Without these values, you will not build a strong relationship.
Get ready to talk
Before a specific interview, do a good research on the candidate. Go through his CV carefully, analyze profiles on social networks. Do some decent work before you decide to meet or interview the candidate. Thanks to this, you will look better in his eyes and give the impression that you take your job seriously and do not treat people as objects.
And most of all… be real
If you do not know a specific technology - nothing happens, worse if you pretend to a specific candidate that you are a specialist in a given field. None of the candidates will consider you unprofessional if you talk openly about your ignorance of a specific technological area. Be real, don't pretend to be anyone and don't try to play. Be honest, only in this way will you find respect among other interested parties. However, remember that when working as a recruiter, you should have a general idea of specific technologies and constantly develop yourself.
Summary:
In the work of a recruiter, soft aspects are extremely important, such as the ability to coherently formulate one's own thoughts, truthfulness, honesty and, above all, empathy. A good recruiter is one with whom the candidate wants to be in constant contact and inform when he is looking for a new job. Keep that in mind. Good luck!
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