Human Resources Today

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IT hiring

It’s OK Not To Be A “Technical” Recruiter

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It’s OK Not To Be A “Technical” Recruiter

There is a pervasive thought among technical candidates these days that the recruiters who are contacting them for opportunities haven't got a clue as to what they are doing. And, by and large, they are absolutely correct. After all, we're recruiters, and we're in a profession that has little to no barrier to entry. 

While it's been proven that with the right amount of (correct) training, strong recruiters can be built in the model of nurture over nature, it doesn't happen by osmosis. So what can we do in order to help prepare ourselves better to speak with technical candidates? Because doing so will not only help us recruit better and build a stronger rapport with candidates, but will indirectly have a positive impact on your company's recruiting brand. 

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Talent and HR News Weekly Roundup: Hiring

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Talent and HR News Weekly Roundup: Hiring

From Gen Z to IT, we’re sharing the latest hiring news and insight. Enjoy!

1) Forget Millennials. Are You Ready to Hire Generation Z? from Fortune

“As head of recruiting for the Americas at audit-and-consulting powerhouse EY (formerly Ernst & Young), Black has taken a close look at what Millennials’ younger brothers and sisters are hoping to find in their first jobs. For one thing, he’s met and chatted with many of the almost 4,000 interns working at EY this summer; and the firm recently surveyed 3,200 Gen Zers worldwide about what kind of company they’d feel most comfortable working for. Black also hosted a series of informal “town hall” gatherings on college campuses, inviting college students and local high school kids to talk about how they see their futures. “This is not a shy bunch,” he says. “They’re much more confident and assertive about their goals, and a lot more knowledgeable about employers, than Millennials were at the same age."

Here’s a complete guide for employers on the youngest generation entering the workforce...”

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