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IT recruiters know that people are assets. Like any good asset manager, a technical headhunter at an IT staffing firm knows how to approach a technical candidate strategically, with the goal of accurately assessing a technical candidate’s technical strengths as well as soft skills. Just as important to an IT recruiter’s people-reading skill set is the ability to recognize an IT candidate’s technical and interpersonal limits. A technical recruiter who has a good grasp of a technical candidate’s strengths and weaknesses will be able to capitalize on their abilities better than an IT recruiter who has a blind spot for a technical candidate’s weak points. What a thorough technical staffer will always keep in mind is that everybody has weaknesses, so finding ways to showcase a technical candidate’s strengths involves avoiding focusing on areas where an IT candidate can’t perform as strongly. Knowing the value of an asset is key to a technical recruiter’s craft.

A technical recruiter who realizes that human capital requires an investment will result in the best potential for placement will be willing to invest time and coaching with a technical candidate. A technical candidate who has been prepared by an IT recruiter to be as informed as possible about a company’s culture and standards will have the best chance of acing an interview. Other techniques IT recruiters can use to boost their odds when seeking a placement for a qualified technical candidate include interview prepping, reviewing a technical candidate’s assessment of personal strengths and weaknesses, and reviewing interview-ready wardrobe choices. An IT recruiter who knows that a talented technical candidate is their most important career asset will invest accordingly. Investment leads to success, and that’s what all IT recruiters want.