Technical recruitment is a dynamic field, ever-evolving with the rapid advancements in technology. To provide us with an insider perspective, we had an enlightening conversation with Hiteshita, an experienced technical recruiter, who has been paving the way for innovative recruitment solutions on Paraform's platform.
Hiteshita's career spans over 18 months of recruiting for various roles within the software engineering realm. Her recruiting experience ranges from software engineers, web developers, full-stack engineers, DevOps, cloud engineers, microservices developers to project and product management roles. The industries she has worked in are diverse, including software IT, healthcare, finance, AIML, and Climate Tech.
In today's fast-changing world of tech, hiring practices need to be flexible and up-to-date. The rise of AI and ML is creating a big need for EML engineers and advanced cloud technologies. Along with this, we're seeing a growing interest in DevOps culture and tools like Docker, Kubernetes, Jenkins, and Git.
In the world of software engineering, flexible methods like Scrum and Kanban are becoming more and more common. While Python is still a popular language, newer languages like Go, Swift, Kotlin, and Rust are gaining attention too.
Data is another important piece of the puzzle. Analytics and predictive analytics can guide decision-making, point out strengths and weaknesses, and help speed up the hiring process. These tools can even predict future trends, such as how well a candidate might perform or how long they might stay with the company.
Finally, when hiring, it's crucial to look at the whole picture. Beyond a candidate's technical skills, it's also important to consider their interpersonal skills and what motivates them. The right hiring software can help match candidates to jobs based on these factors, making your recruitment process even more successful.
The candidate experience is an integral part of the recruitment process as it directly impacts the employer brand. Providing clear communication and transparency can enhance the candidate experience, increasing the likelihood of attracting top talent. A negative candidate experience can impact a company's ability to attract highly skilled individuals.
The pandemic has reminded us how important the human side of work is. Businesses should focus on creating a work environment that takes care of their employees' health, helps them find a good work-life balance, and keeps them in the company for the long haul. The same level of care should be extended to job seekers. It's essential to give them a smooth and positive experience during the recruitment process, especially in a competitive job market.
Staying updated in a swiftly changing industry like technology can be challenging. For recruiters, understanding the terminologies and skill sets related to the roles they're recruiting for is essential. To keep up, Hiteshita utilizes informational articles, Google, and AI-powered tools like ChatGPT.
Remember, the goal is not to know everything - it's to stay curious, keep learning, and remain adaptable in a fast-paced, ever-evolving tech environment.
Hiteshita's favorite success story takes us back to her early days as a technical recruiter. It involved an urgent role, either an AWS Cloud Engineer or a Back-End Python Developer - the details have blurred over time, but the impact of the experience is vivid in her memory. With limited resources and time, she had to act swiftly. Her diligent research helped her unearth numerous profiles in record time, demonstrating her knack for identifying potential candidates.
One candidate, in particular, caught her eye due to his exceptional qualifications. Rather than adhering to the conventional recruitment processes, she decided to leapfrog the preliminary stages. Hiteshita immediately set up a phone screening and secured a Right to Represent (RTR) the very same day. To ensure the talented individual wouldn't be snatched up by another company, she expedited the interview process, scheduling it on a weekend.
This incident, despite its challenges, stands out as a milestone in her recruitment career. Hiteshita navigated the pressures of the situation to secure a promising candidate, demonstrating her agility, quick decision-making, and initiative - qualities that have served her well in her career.
As for her top 5% ranking in building and maintaining a candidate pipeline on LinkedIn Recruiter, Hiteshita attributed her success to several strategies. LinkedIn Recruiter, she explained, is an unparalleled tool, replete with powerful features. It streamlines sourcing, project creation, and organization, as well as marketing outreach.
She leveraged these features to their fullest potential, constantly updating and organizing her candidate pipeline. Additionally, her strategic use of LinkedIn messages or direct messages played a vital role in fostering strong candidate relationships and maintaining an active pipeline.
"Change must come to the technical recruitment process," says Hiteshita. "It's time we shift from a pure reward-based approach to a more skill-oriented one. We shouldn't turn a blind eye to overqualified candidates; their untapped potential could be the very growth catalyst our companies need."
For those considering a career in technical recruitment, Hiteshita recommends seeking a company that offers a chance to learn and gain professional development. She suggests avoiding commission-based opportunities initially, focusing instead on building knowledge, understanding terminologies, and gaining experience. It's a career that can offer great conversations, constant learning, and yes, you will face rejections, but perseverance will ultimately lead to success.
Technical recruitment is a rewarding career field for those passionate about technology and helping companies find the best talent. As shared by Hiteshita, this field requires adaptability, continuous learning, and strong communication skills. Even with challenges, it can be an enriching career choice that plays a vital role in shaping the tech industry.
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