Technical Recruiter

The Technical Recruiter at Abacus Technology Corporation is responsible for identifying qualified candidates through various sourcing methods including job boards, social media, and Boolean searching. This role involves conducting baseline phone interviews, coordinating with hiring managers for interviews, maintaining candidate databases, and creating talent pipelines for future opportunities.

To become a Technical Recruiter at Abacus Technology Corporation, you generally need at least 2 years of experience in technical recruiting or sourcing. A bachelor’s degree in a related field is desired, along with proficiency in using an applicant tracking system such as iCIMS. Familiarity with government contracting and a good understanding of IT terminologies are also important.

A Technical Recruiter at Abacus Technology Corporation works closely with hiring managers to understand their needs and prioritize recruitment efforts. This includes providing updates on candidate status, discussing potential roadblocks in the hiring process, and ensuring that the right talent is acquired for various IT, project management, and engineering positions.

Some travel may be required for the Technical Recruiter position at Abacus Technology Corporation, particularly for attending job fairs and engaging with candidates across various locations. Your ability to travel may enhance your recruiting efforts and help establish connections with potential employees.

A Technical Recruiter at Abacus Technology Corporation will utilize a variety of sourcing tools and platforms such as LinkedIn, job boards, and social media sites to promote job opportunities. Familiarity with applicant tracking systems like iCIMS is essential for managing candidate information effectively throughout the hiring process.

I believe in a multi-faceted approach, using job boards, social media, and networking to find the best candidates. Leveraging platforms like LinkedIn helps in reaching a broader audience, while networking events can yield high-quality leads.

Absolutely! I conduct initial phone screenings to assess candidates' qualifications, experience, and communication skills. During these calls, I also gauge their interest in the position and their cultural fit for the organization.

Regular communication is key! I update candidates on their application status and share any relevant company news. Keeping candidates informed and engaged helps build a trusting relationship and shows them that we value their interest.

I have extensive experience using applicant tracking systems like iCIMS, which enable me to manage candidate profiles, track progress through the hiring pipeline, and generate reports for analysis. Keeping organized is essential for efficiency.

Prioritization and organization are crucial. I maintain an updated schedule, set clear deadlines, and utilize project management tools to keep track of various roles. Communication with hiring managers also helps me focus on urgent requirements.

One challenge is the competitive nature of the market, especially for specialized IT roles. To overcome this, I focus on building relationships with candidates, promoting our company culture, and ensuring we have a compelling value proposition.

I would address the situation with open communication, seeking to understand their concerns and priorities. Collaborating closely and showing a willingness to adapt often leads to a productive working relationship.

A successful Technical Recruiter should have excellent communication skills, a great understanding of the technical landscape, and a passion for helping candidates find their best job fit. Being proactive, organized, and collaborative also significantly contributes to success.

I would leverage social media, join relevant industry groups, and attend networking events. I’d also encourage current employees to share openings within their networks to tap into a wider audience.

I believe in asking open-ended questions that probe candidates' values and work styles during interviews. Assessing how they align with our company culture can be as important as their technical skills.