RECRUITER
Kevin Thakker
Recruiter, Futran Solutions
Edison, NJ
Understand technology, technical roles and technical skills. Learn and evaluate your technical skills Identify. Sourcing and uncovering candidates Screen- Ascertaining the competence of candidates against a technical job description Interview. Meeting candidates in person, telephone, or video conference etc to assess their qualifications Following up- Keep your candidates in the loop. The end result needs to be the presentation of employ-able and qualified candidates for technical positions in various industries and for job roles such as in software development, systems administration, database, architecture, business processes etc. Technology knowledge â?? Ability to understand technology and to keep abreast of technology trends at client company. technology knowledge Maturity â?? Recruiter level needs to equal or above that of the candidate ( an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). That being said, nothing is impossible. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience. Inquisitiveness â?? Being able to ask questions of your sales/account managers (agency recruiters), clients (hiring managers) Relationship Building â?? Start every conversation with the intent to build, develop and maintain relationships with your candidates. I'm Always Looking For Strong: - Product Managers at all levels - Technical Project Managers - .Net Developers - C+ Developers - Database Architects - Account Executives - Managers - Information Architects - Data Analytics Managers
Ladders Recruiter
Ladders Recruiter
RECRUITER
Kevin Thakker
Recruiter, Futran Solutions
Edison, NJ
Understand technology, technical roles and technical skills. Learn and evaluate your technical skills Identify. Sourcing and uncovering candidates Screen- Ascertaining the competence of candidates against a technical job description Interview. Meeting candidates in person, telephone, or video conference etc to assess their qualifications Following up- Keep your candidates in the loop. The end result needs to be the presentation of employ-able and qualified candidates for technical positions in various industries and for job roles such as in software development, systems administration, database, architecture, business processes etc. Technology knowledge â?? Ability to understand technology and to keep abreast of technology trends at client company. technology knowledge Maturity â?? Recruiter level needs to equal or above that of the candidate ( an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). That being said, nothing is impossible. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience. Inquisitiveness â?? Being able to ask questions of your sales/account managers (agency recruiters), clients (hiring managers) Relationship Building â?? Start every conversation with the intent to build, develop and maintain relationships with your candidates. I'm Always Looking For Strong: - Product Managers at all levels - Technical Project Managers - .Net Developers - C+ Developers - Database Architects - Account Executives - Managers - Information Architects - Data Analytics Managers
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