8 reasons tech recruiters get fired by hiring managers

8 REASONSTECH RECRUITERSGET FIRED BYHIRING MANAGERS

Relationships between tech recruiters and hiring managers don’t always go smoothly. But when they go wrong, they go really wrong.

HERE ARE EIGHT REASONS TECH RECRUITERS GET FIRED.

There’s not knowing but being able to understand and then there’s really not knowing.

They think Java is coffee and C++ is a pretty decent grade.

REASON NO. 1THEY DON’T KNOW TECH AT ALL

(P.S. IT ISN’T A “BETTER C+.”)

Recruiters need to be educated on technology and know the answers to some key tech questions. Gild offers a free technology glossary for recruiters to get you started.

SOLUTION:

This guy looked good on paper; unfortunately, everything about him wasn’t. He didn’t know anything about the technology or the development languages the organization uses. On top of that, he failed the tech test with flying colors.

REASON NO. 2THEY UNKNOWINGLY PRESENT BAD CANDIDATESTO TECH MANAGERS

(IF YOU’RE THINKING THAT SOUNDS FAMILIAR, IT’S PROBABLY BECAUSE IT HAPPENED.)

Recruiters should qualify all candidates before presenting them to busy tech managers. If a recruiter doesn’t know how to do this, consult with the hiring manager first.

SOLUTION:

TECH RECRUITER WHO IS ON THE FAST TRACK TO BE FIRED:

“Here’s a pile of resumes I pulled from LinkedIn. Let me know if you still need help.”

HIRING MANAGER: Looks at her list of to-dos, shakes her head, and cancels all of her meetings for the day.

REASON NO. 3THEY MAKE TECH MANAGERSSORT THROUGH RESUMES

(THEY TELL THEMSELVES HIRING MANAGERS LOVE SORTING THROUGH RESUMES.)

It’s a recruiter’s job to cull a short list for the hiring manager. If a recruiter isn’t making their tech manager’s job easier, they become expendable.

SOLUTION:

If they’re not getting the tech hires they need, the recruiter is probably avoiding the hiring manager like the plague. Unfortunately, the tech manager has plans and objectives like everyone else, and the avoidance isn’t helping matters.

REASON NO. 4THEY AVOID COMMUNICATION WITH THE MANAGER

(THE TECH RECRUITER COULD BE AN EXPERT IN DIVING BEHIND CUBICLE WALLS.)

Reach out to hiring managers with relevant information about their recruiting initiatives as soon as it is available.

SOLUTION:

Posting a job to a job board is not the same as working on a requisition — some tech recruiters may not realize this. Open reqs cost organizations money. It’s not just the resources to recruit that are at stake, but the things the organization isn’t able to complete due to the lack of people.

REASON NO. 5THEY HAVE 14,586 OPEN TECH REQSAND AREN’T ACTUALLY WORKING ON ANY OF THEM

(JOB POSTINGS CAN BE PART OF A STRATEGY. THEY JUST CAN’T BE THE STRATEGY.)

Recruiters should be using available recruiting tools to proactively reach out to candidates rather than wait for an application that won’t arrive.

SOLUTION:

The candidate has been a major contributor to half a dozen open-source projects on GitHub. The recruiter didn’t know what that was. The candidate might as well have been speaking Greek.

REASON NO. 6THEY DON’T KNOW ENOUGH ABOUTTHE TECH COMMUNITY

(FUN FACT: GITHUB ISN’T A CARD GAME OR A PLACE TO BUY TIRES AND WHEELS.)

Recruiters should be monitoring the online and offline communities that tech talent uses so they are keyed into trending issues and top contributors.

SOLUTION:

They schedule a full day of interviews without asking the hiring manager about her availability, and then send her an email with all of the resumes in a single file and a note that says, “Good luck.”

REASON NO. 7THEY DON’T ANTICIPATE WHATTHE HIRING MANAGER NEEDS

(LET’S HOPE SHE HAS A SOFT WALL TO BANG HER HEAD AGAINST.)

This isn’t a recruiter’s first rodeo, so they shouldn’t act like it. Prepare your hiring manager for interviews without overwhelming them.

SOLUTION:

They just scheduled a candidate for an interview because he worked at a BIG tech company and went to a prestigious university. Little do they know, other traits are important here, like the ability to actually do the work.

REASON NO. 8 THEY QUALIFY CANDIDATES BASED ON BROKEN BIASES

(SUPER. NOW THEY HAVE SOMEONE WHO ISN’T GREAT, BUT THINKS HE IS.)

Recruiters like big schools and big companies because they are easy to distinguish, but you need to use tools like Gild Source that help identify relevant traits and skills among the entire tech community.

SOLUTION:

Nobody wants to be that tech recruiter.

(SO WE HOPE NONE OF THESE SOUND TOO FAMILIAR.)

We built a tool that helps tech recruiters, even those who are great at their job.

Gild Source enables tech recruiters to search, score, and engage top tech talent quickly and easily.

That means you get the right talent you need in less time, with less hassle. That’s good news for you and good news for your hiring manager.

CHECK OUT GILD.COM AND LEARN HOW WE CAN HELP YOU GET THE TECH TALENT YOUR ORGANIZATION NEEDS.