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Technical Recruiters vs General Recruiters: What makes Technical Recruiters Different from others?

  • By Kamlesh Ranjan
  • April 18, 2024
  • 4 mins read
Technical recruiter vs general recruiter
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    Recruiters are among the most important employees in any company. They play a critical role in ensuring that a company can find and hire the best talent promptly. A recruiter also represents the company to potential candidates, shaping their perception of the organization through their communication. Recruiters must maintain a high level of communication, whether they’re interviewing a top manager or a junior employee, to ensure that candidates have a positive impression of the company. Even if a candidate is not ultimately hired, they may still recommend the company to others.

    Recruiters are responsible for finding talent and filling open positions within a company, making sure that the candidates they select fit the company’s needs. It’s important to note that there are different types of recruiters, including technical recruiters and general recruiters, who work in different environments. Each type of recruiter must have industry-specific knowledge, with technical recruiters having expertise in IT terminology and understanding the differences between various professions. They need to know the distinctions between front-end and back-end development, data science, and big data, whereas general recruiters do not. In the following article, I’ll dive into the differences between technical recruiters and general recruiters.

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    What is a Technical Recruiter?

    A technical recruiter is a specialist in human resources who is responsible for finding candidates for technical positions such as information technology and engineering. Technical recruiters are unique and require all the skills and qualities of a regular recruiter, as well as a deep knowledge of the industry. While they do not need to learn programming languages or write code, they must have a good understanding of the IT profession and be able to differentiate between front-end and back-end development. 

    Although this may seem complicated, anyone with an interest in the field can learn it. Technical recruiting is essentially the same as regular HR work, but it focuses on areas that require specific knowledge. Therefore, it is not enough to have someone from the same HR department in this position. An IT recruiter with expertise in the field is essential, as there are many differences between technical recruiters and general recruiters.

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    Technical Recruiter skills

    To excel in the field of technical recruitment, a recruiter must possess a unique blend of technical knowledge and interpersonal skills. Apart from being able to negotiate, a technical recruiter must be knowledgeable enough to establish positive relationships with potential candidates in the relevant industry.

    Most employers hiring technical recruiters expect the candidate to have excellent written and oral communication skills, negotiation skills, proficiency in Microsoft Office, organization and analytical skills, interpersonal skills, critical thinking skills, and advanced skills. While not mandatory, having additional skills like in-depth knowledge of the IT industry and project management skills can give you an edge in the job market. Experience with customer relationship management software is also considered highly beneficial. All these skills are required in technical recruiters over general recruiters. 

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    What are the responsibilities of a technical recruiter?

    As a technical recruiter, you play a pivotal role in finding top talent in the technology industry. To deliver on this responsibility, you need to perform a variety of duties and responsibilities. Based on an analysis of several job descriptions, I have compiled a list of common tasks for technical recruiters over general recruiters.

    Developing a Recruitment Strategy 

    Recruiting is a constantly evolving industry, and in today’s digital age, a solid strategy for screening potential candidates is essential. To identify the best technology talent, you need to spend a significant amount of time figuring out how to attract them. 

    Identify Recruitment Sources and Networks 

    Social media has emerged as a recruiter’s dream tool, and platforms like LinkedIn, Twitter, and Facebook can help you identify and find candidates from diverse regions. To stay ahead of the curve, you must continually explore new ways to maintain a digital presence and network.

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    Creating job descriptions 

    Written communication skills are also crucial for technical recruiters. Collaborating with the hiring manager and other HR professionals, you need to craft high-quality job descriptions that accurately reflect the position’s requirements. To do this, you need extensive technical knowledge, which is fundamental for success in the field.

    Interviewing and Evaluating Candidates 

    Interviewing and evaluating candidates is another critical aspect of your job, whether you work in-house or for an external recruitment agency. Your primary goal is to identify worthy candidates to present to decision-makers during the hiring process. This requires conflict management, negotiation, and patience.

    Represent your company at career fairs and student events.

    As recruiters, you are also responsible for building your employer’s brand. You represent the company at career fairs and campus events, and therefore you must be comfortable in front of large audiences. Today, employer branding is more critical than ever, and you must be able to project the company’s values and vision to potential candidates.

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    Both technical recruiters and general recruiters are important in the hiring process, but they have different expertise and responsibilities. Technical recruiters are essential for finding top talent in the technology industry, as they possess specialized IT skills and a deep understanding of technical roles. In contrast, general recruiters manage a broader range of positions and may not require the same level of technical expertise. Companies must understand these differences to ensure they hire the right recruiter for the specific role they need to fill.

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