Technical Recruiting and Hiring: What To Know?

Every business understands the challenges that come with recruiting and on the other spectrum, every business understands the obstacles that come with information technology. IT is a department of all businesses that cannot be dismissed. Technology is an essential part of any business so hiring for the position is just as important. This is where recruiting and IT come together. Finding the right people to trust to handle the technical side of a business shouldn’t be taken lightly. That’s why there are technical recruiters. 

What Is It?

A technical recruiter is a human resource specialist. It is someone who’s responsible for hiring people in the technical space of a business. They need to have experience in human resources as well as a strong understanding of technology. Think of specialty doctors- You wouldn’t want an optometrist performing heart surgery. The difference is these hiring managers specialize in the space of technology. Their roles and responsibilities include attracting, assessing, and hiring new employees for the IT field. 

There are two options when it comes to a technical recruiter. A business can have its own in-house technical recruiter who only focuses on hiring for their specific organization or there are technical recruiters a business can hire from a third-party hiring agency. The reason for choosing one or the other depends on the situation and circumstances the hiring businesses find themselves in. 


There are many benefits that come with having a technical recruiter. It’s no secret that the technical space of a business comes with many obstacles and at times, can be the heart of a business. Businesses rely strongly on technology- computers, phones, internet, software, and so much more. So finding someone perfect for the position and up for the challenge is crucial. So, how do you find the perfect candidate? A technical recruiter! Some benefits of using a technical recruiter include: 

  • Ability to connect with the candidates
  • A better understanding of the position leading to better hires
  • Less turn over 

The benefits are going to vary depending on the experience the technical recruiter has the specific position they hiring for.


A technical recruiter requires a certain level of skill in a variety of areas. Between the core skills and the advanced skills needed, the core skills required are typical for a normal hiring manager or human resources role while the advanced skills needed fall more into the category of technology experience. First and foremost, a technical recruiter needs to be personable. They are a reflection of your company so being friendly, professional, and approachable are important. Additionally, they should have organizational skills, negotiating and communication skills, and proficiency in specific software such as Microsoft Word. In terms of advanced skills, a technical recruiter should have experience in the information technology field and have a strong knowledge of the field. They should also have project management skills to some degree. 

These skills are required, but not limited to the skills a company would want to see from their technical recruiter. Another important skill for technical recruiters to have is high emotional intelligence. They work with a lot of different people and departments so it’s important that they know how to adapt from person to person and understand difference perspectives. Just because someone is an introvert doesn’t mean they aren’t fit for the job and it’s the technical recruiter’s responsibility to look past that. 

When it comes to technical recruiting and hiring, technical recruiters need to be prepared to ask a series of questions and fully understand the position they are hiring for. Doing research and being open to assessing a variety of personalities is critical. 



Alex is the co-author of 100 Greatest Plays, 100 Greatest Cricketers, 100 Greatest Films and 100 Greatest Moments. He has written for a wide variety of publications including The Observer, The Sunday Times, The Daily Mail, The Guardian and The Telegraph.

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