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A technical recruiter is a specialist in his field. He works very closely together with the human resource department. After all, he is the one who finds and screens candidates that qualify for the positions. He has the ability to find the right person to fill a position. He takes actively part in the interview process and he considers the weaknesses and the strengths of all the candidates for the jobs. He does not restrict himself to those who apply for the job. Some positions require that he goes out and find the right person somewhere else. He keeps track of who is working where and that information can be extremely helpful to him when he is searching for the perfect candidate to fill a certain position.

The technical recruiter is involved in the screening of all potential candidates. That means that he is responsible that background checks are being done and certifications are getting checked. He checks the employment history that potential candidates state in their resume for technical, IT technical, CEO positions, and managers. He checks all the references, personal and professional that candidate employees mention on their application and also in their resume.

A technical recruiter especially helps companies in the power technology industry to fill positions in their engineering, marketing, operations, and sales department. He knows where to find SAP/Oracle professionals. All levels of jobs are searched for and found by a technical recruiter. A technical recruiter builds a relationship with more than one company. Vacant job positions are not always advertised in the media. A technical recruiter works for top researchers, engineers, designers and development scientists. He works with human resource managers. He works with dice, Monster, and other job boards to find the right person for the open job position. He keeps his personal data base as up to date as possible. He is the man at career fairs and represents the company he works for there.

A technical recruiter needs outstanding communication skills. He has to know what the law says regarding the selection and recruiting process and overall it is in a recruiters’ best interest to be aware of DOD capacity and Top Secret clearance. Those two qualifications will land him a recruiting job with a better salary. A recruiter needs good assessment skills and needs to be able to work extremely organized. He has to have adequate knowledge of Human Resource systems, Ceridian Internet software, and all Microsoft office applications. It is absolutely necessary that he is proficient working in Word, PowerPoint, and Excel and it is in his best interest that he is more than just computer savvy. A technical recruiter is a problem solver. He makes sure the right applicant fills a position and he does all the research that needs to be done and is usually part of the interviewing process.

A technical recruiter has more than just a high school diploma. Usually at least a Bachelor’s degree in required. Business Administration and Human Resources are the fields to go into if you plan on becoming a technical recruiter. A good technical recruiter has strong analytical skills.

Technical recruiters with no experience usually start out at about forty thousand dollars a year, but their salary goes up quickly. Technical recruiters with only a few years of experience work for salaries of seventy thousand dollars a year or more.

Companies value good technical recruiters. They want to keep them happy. The work situation of a technical recruiter is usually great. He has his own office or works from a cubicle in the Human Resource department. When high positions need to be filled he invites professionals who currently work for the competition for lunch so that future possibilities can be discussed. The company he works for pays him to do so.
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