"Technical recruiting is a demanding sector of recruiting that requires an understanding of what software engineers do and how the tech industry works. In an interview, expect to discuss your knowledge of the technology field for which you are applying as well as answer typical recruiting questions about organizational and time management skills. Because employees in this role need a more advanced skill set than general recruiters, companies often look for candidates with at least 1-3 years of prior recruiting experience."
I would first listen to what he or she had to say in regards to their expectations for the JD. Ask questions in regards to their must haves, nice to have, and etc. I would ask specific questions in regards to what would you perfect candidate look like? How many years of bkgd experience, which particular platform, quotas and attainments? Do you have anyone in mind that would be an excellent fit? Do you have a sample of their resume? I would hope to put their mind at ease, that I know their needs and will be able to locate the perfect candidate for the role - actually raise the bar even higher than they had in mind - with a top-notch quality candidate that has exceeded what PRFT has in mind for annual quota. Less
A recruiter should try to keep on upgrading his/her skill set on a routine basis. the world is so vast and fast...do not stop and be a person who can target the right market/candidate. its just not hunt for the candidate, its about building the brand name and taking it to another level with just from a word of mouth!! Recruitment is such a creative and innovative role and thats what i love about it. Less
I am up to date on discussing any language or operating system need that an employer describes to me as being critical to accomplishing the job. As a recruiter for 25 years, it was not necessary that I do the job that I recruited for. That would be like requiring employees to be dead to work for an undertaker (NO I DIDN'T SAY THAT, but wanted to). Less