Where to Bend (Not Break) Tech Recruiting Rules
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In the tech space, unemployment is relatively low. To stay competitive, tech recruiters need a strong understanding of the technologies for which they’re recruiting, says Vahid Behzadi (@vbehzadi), Senior Executive Recruiter for CyberCoders.

His company is using Dice rather extensively, Dice has become an integral part of his company’s sourcing. To introduce a smoother flow into the entire recruiting process, Behzadi wants to understand the specifics of the tech roles that CyberCoders hires.

Without fully understanding a position, Behzadi’s team may run into a disconnect with a great applicant who might only have 8 out of the 10 skills desired. Depending on the nuances of the position, that applicant may still be a great fit even with 2 missing skills.

“Every day as a recruiter we’re looking for a place where we can bend, and not break, as far as requirements go,” says Behzadi.

It’s a tech recruiter’s job to take the information in candidate’s resume and add their own layer of engagement. It’s up to them to determine how certain knowledge and experience can parlay into a skill they may not currently possess, says Behzadi.

But that’s the micro view of tech recruiting. Ultimately it’s not about filling a specific position. It’s about building relationships. Recruiters know that one day, someone will be looking for a job and someone will be hiring for that job. Behzadi reminds us that recruiters always try to be prepared for that.

“We definitely press the issue as best as we can to open channels and doors wherever possible, because [when] you put a couple of smart people in a room together, dangerous things can happen,” says Behzadi.

Dangerous in a good way, of course.

About David Spark

David Spark is a veteran tech journalist and founder of Spark Media Solutions, a brand journalism firm. For more, read Spark's blog at Spark Minute and follow on Twitter @dspark and Google +.

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