Technology Recruiting, better defined as IT or Technical Recruiting, incorporates screening, sourcing and assessing candidates who are competent enough to handle specific technical roles most diligently. It involves making use of a sourcing pipeline to enable picking out and hiring quality technical talent that adheres and matches with the hiring manager’s requirements and specifications perfectly.
A technical recruiter additionally should be confident enough to communicate unrealistic technical goals, required for the proper recruitment of IT professionals in the IT sector, to hiring managers.
Responsibilities to Be Handled for Tech Recruiting
A tech recruiter needs to have the following skills to be able to dispense his work objectives accurately:
Should be able to review job descriptions successfully by understanding the criterions of the hiring manager, to be able to shortlist and identify the right candidate for the proper designation.
Should have a complete understanding of technical roles and make a proper evaluation of technical skills.
Should be competent enough to identify, source and uncover candidates.
Should be able to ascertain and match job profiles of candidates by determining their competence against the requirements of a technical job description.
Should successfully be able to execute interviews on calls, in person or through video conferencing with candidates for assessing their qualifications.
Should be able to keep proper follow-up by maintaining the candidates in the loop for future references.
Should be able to present resumes of prospective candidates to hiring managers for scrutinisation and further consideration.
Skills Essential for a Tech Recruiter
For technical recruiting, a candidate needs to have the following skills,
Should be capable of building strong relationships with the candidates as well as tech hiring managers.
Should have complete knowledge and learning of technical information.
Should have self-confidence and should know how to operate office automation tools for editing, proof-reading and formatting.
Should have a firm grasp of verbal and written communication skills.
Should be able to qualify a fundamental technology primer exam.
Tech recruiting requires hard work, knowledge, patience and experience for understanding the jargon and essentials of myriad technical job roles to make it worthwhile. However, it is not advisable to hire a single tech recruiter for recruitment at all levels of IT. They should be segregated under various categories comprising of recruiters best suited for consulting jobs, entry-level jobs, business process system jobs, executive levels, and so on.
Job portals in India focus on listing candidates for tech recruiting under different heads like those good at hiring system administrators for IT, desktop support engineers, and others in similar categories. Tech Recruiting jobs for the IT sector have an enormous scope in the future, and aspiring candidates can make a great career out of it, in India, as well as on the global platform.
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The concept of the scope of a bean in spring enables us to focus on business logic without having to worry about data inconsistency.
The lifespan of beans in a spring application are defined with respect to the application context(@Singleton), thread (@Prototype), or incase of web-aware applications http session (@Session), http request (@Request) or servlet lifecycle (@ApplicationScope), webSocket session.
In other words, a bean annotated with @Singelton will be created once when the container is initialized (Application is started) and is destroyed when the container is terminated (Application is shut down).
Similarly, a bean annotated with @prototype is created every time there is a new request for the bean. Bean annotated with @Session is created once per session and a bean annotated with @Request is created for every http request.
As can be seen, we have a large bevy of bean scopes to choose from for every custom application need. We have specific scopes pertaining to web applications, we have scopes pertaining to application contexts.
So far so good. But in the case of a spring batch job, the above-mentioned scopes can be used only up to a certain extent. As a SpringBatch Job comprises of steps thus it is only natural and practical to define beans with respect to a step in addition to be the above-mentioned scopes.
Luckily for us, Spring defines two more scopes namely step scope and job scope that help us in defining beans whose lifecycles are tied to the lifecycle of a job and a step respectively.
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Disclaimer: this reflects my personal opinions, not those of my employer.
Over the last few years, I have interviewed hundreds of candidates for positions in Software Engineering, Software Engineering Management, Product and Product Marketing Management, Technology Evangelism, and others. It has always bothered me how many people accidentally sabotage themselves, making entirely avoidable mistakes in the early stages of interviews and phone screens, preventing interviewers from getting to know those candidates better, forcing the premature end of the process for them.
I call these mistakes avoidable because not making them is entirely under the interviewee’s control, having nothing to do with aptitude, competence, interviewer having a bad day, or not being fit for a certain position. If you can avoid them (and you can!), then you are already standing out from the crowd, for being able to make your “elevator pitch” in a way that assures interviewers that you’ll be able to handle yourself in a loop with their peers and managers.
Without further ado, this is how you can do better in your job interview:
A short introduction is a short introduction!
Not an invitation for you to read through your resume. So when asked by the interviewer to give “a quick introduction so we can get started”, do just that. Time it to 90 seconds or less. This is about who you are, not (yet) about what you have done. Let’s mock it:
Interviewer: “My name is X, I have been at this company for 5 years, doing X, Y, Z, and prior to this I spent most of my career doing mobile development, now I’m managing this team and am the hiring manager for this position.”
You: “My name is Y, I started in 19xx, when I was born, then went to school, where I learned how to read (…) then I had the opportunity to learn Docker, which I think is the future with Kubernetes, AI, and the Blockchain.”
WRONG. This is what you have done, not who you are.
You: “My name is Y, I’m an Engineer/Marketer/Product person, I’ve graduated from X, been in this market for 5 years, most recently at company Y, and I love being at the intersection of product and engineering, and that’s why I applied for the position”.
Speaking of time
Don’t talk too much, or for too long. If you have been talking for 5-6 minutes without pause, your interviewer is probably already distracted and unable to piece your story together to a coherent whole. Keep answers short and to the point, make pauses, ask if the interviewer has questions, continuously check back to see if the person is still with you. If not, it’s probably time to stop talking.
A couple of extra tips here: if the company interviewing you requires that people take notes about your answers, you can pay attention to when the interviewer has stopped typing. It probably means you are adding nothing to your answer, so change gears. A second cue is that, for video interviews (or live, like in the good ole days), if the person you’re talking to has gone static, not reacting to anything you said, that’s a good sign that you should stop talking.
What’s your motivation?
“Why did you apply for this position?” is considered by many the easiest question in an interview. Well, I have news for you: it isn’t.
There are many ways to answer this question in a way that will immediately raise suspicion in a good interviewer that you don’t know what position you’re applying for, which may be a terminal mistake in a selection process.
Here are some bad answers:
Some good ones:
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