Kerri, a senior technical recruiter with eleven years’ experience, has noticed that slowly but surely the requirements for the regular .NET developer and database developer positions are requiring more and different skills than she has been used to. She is finding that she does need to learn about these new tools but knows from experience that it takes a lot of her time to research. “I need information on how to validate these skills, to know if the candidates really have the skills or not,” says Kerri during a training session.
The usual research practice to learn about these skills starts with wiki search, the purchase of one or two software development beginner books (written for the developer audience), and ends with joining a number of developer user groups, only to find out that these practices are not effective and not really helping with screening. For one, the books are full of jargon and require prerequisite knowledge in technology. Second, how do online groups really help one in validating skills?
She loathes the idea of asking her client, and does not want to ask her candidates for fear of appearing ignorant of such well-known technologies. Kerri knows that to continue to be successful in her career, she needs to stay on top of her game. And this game includes learning all she needs to learn (as much as is relevant to her job) in IT to be able to successfully screen candidates and match them to her clients.
I have met many other recruiters like Kerri who want to learn how to screen and validate technical skills in order to ask the questions that make the matching process faster and more effective.
As targeted as technical screening is for recruiters, it also benefits hiring managers and candidates.