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Shyam is an ace recruiter. He has been for 10 years, but all his experience is in IT recruitment. He is trying non-IT recruitment for the first time. As is to be expected, he has doubts about what the role entails. He rings his friendly neighbourhood HR consultancy company, and they answer “We are here to help” or was that, Alp?
Shyam is not sure, but he knows he is in safe hands and all his queries will be addressed. While we did help Shyam’s organisation with its non-IT recruitment needs, we thought we would write a blog that helps everyone on the Internet too. Let us begin by demystifying non-IT recruitment.
What is Non-IT Recruitment?
The recruitment of candidates for non-IT roles is called non-IT recruitment. It includes recruitment for several non-IT sectors such as manufacturing, telecom, energy etc. In non-IT recruitment, the process of recruitment can vary from one industry to another as the recruiter needs to understand and solve for the challenges presented by that industry.
What Are the Requirements for Non-IT Recruitment?
The job of a non-IT recruiter can be very challenging, and the difficulty of the role will also depend on the industry that demands the service. Here is a sample of requirements for the position of a non-IT recruiter in a cleaning services company. This post includes only the common requirements for a non-IT recruiter for most industries.
- Must have been involved in 3 to 6 years of full-lifecycle recruitment
- Remove ambiguity through confidence and clear communication
- Negotiate fairly with all stakeholders, vendors, employees and managers
- Proficient in use of social media for the task of non-IT recruitment
- Pay attention to how analytics works in HR and improve process efficiency through this
- Works well in a team and is able to both articulate and solve recruitment challenges most of the time
Non-IT Recruiter Role and Responsibilities
A Non-IT recruiter must shoulder several responsibilities when it comes to hiring in the non-IT sector. The primary role of a non-IT recruiter is to put forth an employee value proposition and attract, screen, interview and onboard talent in the non-IT sector. Let us now look in more detail at the responsibilities of a non-IT recruiter.
- Handling clients in various industries and finding new candidates that closely match their needs
- Staying in the know of up-and-coming job requirements in any given sector and ascertain how job roles might change in the future
- Posting job descriptions, as per the client’s requirements, on social media, career websites and other job portals
- Forwarding candidate profiles to clients after picking the best after sourcing and interviewing them
- Strategizing the process of recruitment to attract only the right candidates for a given position
- Promoting your company as a great place to work and substantiating that with workplace fitness and culture
- Submitting quarterly and annual reports to the hiring managers on the state of hiring in the companies you work for and in the industry in general.
Difference Between IT and Non-IT Recruitment
IT recruitment is focused on hiring candidates for various operational and critical software and hardware-related roles, mostly in IT companies. As an IT recruiter you may need to find candidates proficient in Java, PHP etc. Non-IT recruitment is involved in filling vacancies that are non-IT. These could belong to banking and finance, manufacturing, aviation etc. Non-IT recruitment also requires a steady learning as the recruiter may need to switch between various disciplines eventually developing expertise in the given discipline.
Non-IT Recruitment Process
When you are looking to hire good non-IT talent for a company, you must have a recruitment process that is very strong. This strong recruitment process will help transform the company into a place that becomes a great place to work and fosters a healthy workplace culture.
What Are the Stages of the Recruitment Process?
- Preparing: The recruiter first discusses the job requirement with the hiring manager and possibly even with the senior manager of the department that needs the candidate. He then crafts a job description. A copywriter prepares the job description for posting on social media and other career portals.
- Sourcing: The process of sourcing begins, with the recruiter reaching out to candidates based on the responses received to the job descriptions posted on the different portals.
- Screening: The candidates are then screened using technical and non-technical assessments. There could be cognitive assessments and psychometric tests too.
- Selecting: Messages are sent out to candidates confirming their selection. There could be further interviews with the managers as well.
- Hiring: The recruiter and the hiring manager, consulting with the senior manager of the department then shortlists candidates for the role based on the performance in the interview. Background and reference checks are conducted at this stage.
- Onboarding: The selected candidate is onboarded through a program that familiarises him/her with the requirements of the role again, the company policies and the workplace culture and holidays etc.
Examples of Non-IT Recruitment
Many people have found suitable job opportunities through recruitment consultants. People in the automobile industry in Coimbatore are no exception to this rule. One such success story is of Raghu, a mechanical engineer who was struggling to find a suitable opportunity. With the assistance of a recruitment consultant, Raghu was able to connect with managers at automobile engineering companies in Coimbatore.
After assessing Raghu’s skills and qualification, the recruitment consultant and his team agreed that Raghu was a great fit at a particular company. He had to clear a few technical rounds as he was part of the functional testing team. That done, Raghu was in the company and the recruitment consultant got a hike in his role as well.
Another example is that of Shobha, an electrical and electronics engineer who was looking for job opportunities in the solar energy sector. She was eventually connected with a startup that specialized in the design of energy-efficient solar PV panels. Shobha’s expertise in the area and her ability to think on her feet got her the job.
Are You Planning to Outsource Your Recruitment?
We are an HR consulting company who can help manage all aspects of your recruitment through our RPO solution. Think you cannot afford our recruitment process outsourcing (RPO) program as you are a small or medium-sized business? We also offer a subscription-based, pay-as-you-go solution called Rekpro where you can recruit candidates with ease, either by paying per resume or per interview. This should benefit your small or medium-sized business, cutting costs significantly and reducing the risk of the wrong hires as well considerably. Let Alp Consulting manage recruitment for you. Talk to us today.
FAQs
Who is a Non-IT Recruiter?
A recruiter who attracts, screens, interviews and onboards candidates for non-IT roles is a non-IT recruiter.
What is the Difference Between IT Recruiter and Non-IT Recruiter?
An IT recruiter recruits only for IT roles while a non-IT recruiter recruits for all roles that do not need a qualification in IT. The processes followed by a non-IT recruiter will also depend on the industry that he is recruiting for, apart from being different from the process followed by an IT recruiter.
