Rohith Kumar Kothagundu

Background

About Rohith Kumar Kothagundu

As a Recruiter My Obligations are: Understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidate(s). This is by far the most important skill a technical recruiter needs. Understand technology, technical roles and technical skills. Learn and evaluate your technical skills Identify Sourcing and uncovering candidates Screen. Ascertaining the competence of candidates against a technical job description Interview. Meeting candidates in person, telephone, or video conference etc to assess their qualifications Following up. Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Read my article on following up with candidates and also why candidates are rude to their recruiters Present. Showing or offering candidate resume to hiring managers to scrutinize or consider Technology knowledge – Ability to understand technology and to keep abreast of technology trends at client company. Confidence – The ability to be comfortable in who one is. If you don’t know the know it, learn it and do not try to fake it. It may be off-putting to your candidate when you try to fake technical knowledge. Maturity – Recruiter level needs to equal or above that of the candidate ( an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). That being said, nothing is impossible. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience. Inquisitiveness – Being able to ask questions of your sales/account managers (agency recruiters), clients (hiring managers) and your candidates Relationship Building – Start every conversation with the intent to build, develop and maintain relationships with your candidate