Marcello Pompa conducted full life cycle recruiting as a senior technical recruiter

Believe it or not, nothing can be much harder than recruiting and maintaining a strong workforce for a company. Indeed, it is a great challenge to find the right person. Usually, the organizations have to face unique obstacles that make it more important to recruit the best people. It is more challenging to not just find an employee but to find one that is a perfect fit. Thus, it is important for the companies to hire the technical recruiters who can make the process much easier, thus creating long-term recruiting opportunities.

Highly focused on technical industries, these technical recruiters match up the brightest talents in technology fields. Have a look at the practices that these recruiters can adapt to be successful in their field -

Have a good business network

Being a technical recruiter, you need a good business network and as you narrow back your search to the specific industries, you need to have a much-focused network. Get the advice for increasing your network and then apply it to the technical industries. 

Make use of online social networking

Technical recruiters need to make use of social networking in order to connect with the candidates. They should post the jobs on the user groups for technical subjects.

Come up with maturity

If you have the confidence, technical knowledge and maturity, you can actually make up for the lack of specific recruiter experience. 

Have a thorough knowledge of the technology

Have at least a cursory knowledge of your field in order to gain more respect from the clients as well as candidates. Keep reading about different technical issues. Besides, you can also ask your technical contacts for help choosing the technical software.

Thus, a technical recruiter requires on-the- job training to gain confidence that is required to start recruiting. These recruiters always attempt to recruit at all levels. Right from sourcing, screening and evaluating the candidates to fostering long-term relationships with them, these technical recruiters are best suited for various business process systems as well as at executive levels. 

Being a senior technical recruiter, Marcello Pompa conducted full life cycle recruiting including sourcing technical candidates with a cleared background to support the Business Intelligence Systems, Aerospace, Defense/Military, and Software Engineering etc.

Marcello Pompa also utilized primary sourcing tools including internet resume databases, job fairs, internal referrals, job postings, professional associations and advertising. He developed strategies to recruit diversity candidates regionally and nationally.

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