IT recruiter belongs to the corporate recruiters, one of two categories of recruitment. The other one is contingency recruiters. Corporate recruiters are employed by companies for the intention of finding qualified employees for a particular position.

Contingency recruiters do not have exclusive business/employment contract with companies. Their relations exist when they are able to find someone who could be employed by a certain company. In other words, their dealings are mostly project basis.

There are other third party recruiters and their differences can be drawn out by the manner of their compensation. One particular recruitment process that is prolific is the IT staffing.

IT staffing or any staffing is a procedure that starts when a position is created or vacated. A company looking for the right candidate lists down the qualifications and its job description. Sometimes, information on the salary, together with other benefits is also indicated early on the process.

The IT recruiter then communicates to all job hunters. There are many ways in which the good news on employment reached the right people. One of them is advertising. Advertising can be done on television, radio or newspaper.

Advertising on media could be expensive; hence, most of the recruiters choose running ads on television. They also hand out flyers or pamphlets to people on the streets, and leave some as ‘pick-one’ on shops and stores.

However, the most effective approach they use is through the internet. Most recruitment agencies have an official website where people can visit them and know more about the agency.

Interested applicants may then submit the requirements to an the recruiting manager, once they are aware of the opening. The recruitment assistant in-charge will then go through the applications after the deadline.

It is important that an applicant has followed the instructions and complied with the requested requirements, in order to be part of the short-listed group. Rarely does it happen though that an application is considered despite lacking in requirements.

Most companies are strict in the implementation of policies and it will be such a waste of talent, if your application is declined, notwithstanding your high qualifications. Only those who have met the qualifications and requirements are invited to the next level of recruitment.

Depending on the policy, a recruiter may initiate the initial interview with applicants, before they are forwarded to another level. The applicant must then take a written or practical exam or both. Others do the reverse-exam before interview.

During the interview, the applicants go through a series of interrogation which are mostly based on what you indicate on your resume-personal information, education background and work experience or related trainings and seminar.

There are instances in which an IT recruiter asks questions about your private life. It will be your prerogative to answer. Once the interviewer is satisfied, you should pass the exam.

The final stage of the screening process is when the IT recruiter schedules you for a final interview with the Human Resource manager of the company where you might work. Often, the final interview is a one-man show, or panel.

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