IT Recruitment Training

Technical Understanding…
It is important that you read a lot of similar materials, or pin them to
your screen, so that you can reach them easily every time you feel the
need to get a better understanding of a profile or mix of technologies

https://adopto.eu/resources/complete-technology-glossary-for-
recruiters

https://www.linkedin.com/pulse/getting-know-technology-guide-
recruiting-technical-pravin-belliraj

https://relocateme.eu/blog/glossary-for-tech-recruiters/

Whenever in doubt, search the technologies. 

Criteria for attracting candidates
 Search Strings - Boolean
• Combine words and syntagms, using the Boolean Operators - AND, OR,
NOT, NEAR to limit, enlarge or define the search from the beginning.
•
AND = "+"
• NOT = "-"
• OR = used by default in search engines; if you search for Java Developer,
the search engine will return both Java and Developer profiles.
• NEAR = use “” for a query e.g. “Java Technical Consultant” → the search
engine will look for results comprising all the search words in the exact
order or return exactly the same syntax.
•
Cool websites for Boolean strings generators
•
https://hiretual.com/workspace/dashboard
•
http://recruitmentgeek.com/tools/linkedin/
 Alternative Tools - how useful are
they?
• It’s important to constantly search for other alternative
platforms that can help you find the right candidate.
• I recently discovered - http://skipease.com/
•
& we can also use X-Ray -
https://recruitin.net/?country=ro&job-
title=Monitoring+Engineer+&include-
keywords=Netflow&exclude-
keywords=recruiter+leader+manager&education=all&comp
any=&network=LinkedIn&savedSearchLabel=&submit=true

• http://www.sourcinghacks.com/sourcing-github-for-
technical-talent/
 Sourcing… top takeaways...

• Expand your reach, try to eliminate all your possibilities

of keywords and sourcing tools
• Pin Point the “must have” and “nice to have” skills
from the beginning of a recruitment process- on a
kick off meeting with the technical team- hiring
manager.
• Invest proactively in expanding your network
• Personalize your message as much as you can - Buna,
Andrei, … and try to listen to the candidate, what,
where and when they want to do a change;
• For a better understanding of the profile, search for
existing profiles within the company.
Ce trebuie sa includa un Fdbk ?

• Deschiderea de a mentine legatura cu el/ea

• Propunerea altor proiecte similare din cadrul
Adecco (daca e cazul);
• Intrebari legate de tipul de proiect care l-ar
interesa pe candidat pe mai departe (daca e
cazul).

Accent pe Crearea unei relatii

 Ce NU trebuie sa includa un Fdbk

• Informatii ambigue cu privire la pozitie/data

interviu/client
• O structura neclara, ce confuzeaza candidatul
si il face sa revina pentru mai multe detalii
• Informatii generale/simpliste legate de
motivele de refuz (not another HR feed-back
email, nu? )
• Cuvinte precum – regret / din pacate –
transmit ideea de pierdere si dezamagire
(not the case)
 Useful links for further reading
1)How to give rejection feedback and why -
http://recadvice.totaljobs.com/how-to-give-rejection-
feedback-and-why/

2)Dos and don’ts when rejecting candidates -

http://recadvice.totaljobs.com/dos-and-donts-when-
rejecting-candidates/

3)Giving negative feedback to candidates -

http://blog.totaljobs.com/giving-negative-feedback-to-
candidates
 Tips & Tricks for approaching
candidates?
• Be natural, be you! 
• Catchy title
• Smart introduction (think like a developer)
• Pin pointed details* about the role
*not too many though, the idea is to make a first opinion
• Link of the job description
• Your expectation about his/hers reply
• Friendly ending.
 Setting expectations...
Sources you could also share with your hiring manager:

Linkedin Global Recruiting Trends, 2017

http://bit.ly/2rVgVHP

Any other report or information you can find!