From the course: Technical Recruiting

The various segments of IT recruiting

From the course: Technical Recruiting

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The various segments of IT recruiting

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- Employers are becoming very creative and doing everything possible to attract tech talent, they're offering signing bonuses, creating paid college internships, offering lucrative referral programs, they're outsourcing for IT talent, and the escalating salaries are great indicators of the current high demand and low supply of technical talent. You are in the right niche, technical recruiting, at the right time in history. The high demand for technical recruiters will continue to escalate. Now, if you're thinking of the technical recruiting profession, you really have to review two completely different career paths, the first is an internal tech recruiter. This is an individual that would become part of a talent acquisition team, and titles differ greatly from one company to another. The responsibilities include sourcing, recruiting candidates, placing individuals in jobs, you would get involved on the onboarding, and also the retention of the candidates you place, and you could be utilizing technical recruiters that work for staffing and recruiting profession, which leads me to the second career path, and that's an external recruiter who was working in the staffing and recruiting profession. Now, when you're working in the staffing and recruiting profession you have many different options of the type of firm you would work for. There is blended firms, and that's the majority of firms that do place technical placements. You've got contract and temp firms that only place contractors and temporary workers, you have direct placement firms who only place people in full-time jobs, and then if you want a place at high-levels, the C-suite, you know CEOs, CIOs, you may consider working for a retained search firm. In addition to this, you have three additional options, I mentioned the two career paths, but there's also three other options for technical recruiters, the first one is you could become an independent contractor, and there is many resources you can use to find work, one of those resources is odesk.com, secondly you could work for a managed service provider, and basically the managed service provider in addition to managing networks, they also recruit tech talent for their clients. The third option would be you can conduct technical recruiting for a recruitment process outsourcing company. So, it's important to consider your options and your goals, your compensation goals, your career path, and exactly what you're trying to achieve, because the responsibilities differ greatly from in-house technical recruiters to staffing and recruiting recruiters, as well as the three other options I mentioned. The great news is though, when you master the skills of technical recruiting, your skills will continue to be in high demand, which will help you attain your career and financial goals.

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