“When I grow up, I want to be an Audio Visual Technical Recruiter”
I am Jonathan Webster, a father of 3 beautiful kids from the state of New Jersey. I have been a recruiter for over 14 years, 12 of those years being in the Technical Recruiting Space.
In addition to my passion for recruiting, I am a huge sports fan (Philadelphia Eagles, Philadelphia 76ers, Chicago White Sox and Duke University Basketball), I am an identical twin, and have the best dog in the world!
What does it mean to be a “Technical” Recruiter?
Recruiting as a whole is the process of sourcing, interviewing, presenting, negotiating and onboarding a candidate for a specific role with a company. Typically, there needs to be some knowledge of the industry, skill set, and role by the recruiter. Technical Recruiting involves some knowledge of mechanical, engineering, IT or Audio Visual. Most organizations have a “recruiter” within their HR department that recruits for their internal positions across the board. The organization reaches out to a Technical Recruiter when there are roles that require a specialized or technical skill set.
How does a person become a Technical Recruiter?
Some recruiters receive HR training (college or certificate program) but, this is not a necessity. Recruiters simply need to be personable and then trained in their specific “technical” field. There also needs to be training on different sourcing methods to identify talent.
What are the most effective strategies for seeking a position in this field?
The best way to approach seeking a position in this field is to find a technical space that interests you and research It’s origin as well as it’s future. Then see how you can get involved in that space from there.
What kind of education, training, or background does your job require?
Recruiters must be educated on HR practices, Employment practices as well as the technical field in which they are recruiting. The recruiter should also have proficient computer/social media skills.
What aspect of your job do you ﬁnd most challenging/rewarding?
The most challenging part is asking the correct questions to a candidate to highlight a necessary skill or identify potential issues. The most rewarding part is knowing you have assisted a candidate in career growth and/or increased quality of life.
What advice would you give to anyone looking to start their career as a Technical Recruiter?
I would say, don’t let the tough days keep you from being able to identify the good days. Because people are our commodity, your days can be rather unpredictable. Keep smiling and keep moving forward.