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Phase 1 - Technical Awareness for NonTechnical Recruiters

Understanding the Role, Purpose, and Process

Purpose of This Handbook​

This handbook defines Phase 1 of the Recruiter Training Program. It is designed for individuals with no prior recruitment experience.

Phase 1 establishes the foundation of the recruiter role by focusing on:

  • Role identity
  • Purpose and accountability
  • Core concepts and terminology
  • The high-level recruitment process

⚠️ This phase must be fully understood before moving into evaluation, decision-making, or tool usage.

Training Philosophy​

  • Recruiting is not administrative work.
  • It is a people-evaluation and risk-reduction function.
  • The goal of Phase 1 is not speed or execution. The goal is clarity and understanding.
  • Recruiters must understand what the job is before learning how to do it.

What Does a Recruiter Do?​

What Is a Recruiter?​

A recruiter is the person responsible for finding, evaluating, and presenting candidates for open roles.

A recruiter’s goal is to:

  • Find the right people (not just any people)
  • Save time for the company and the client
  • Make sure only qualified and suitable candidates move forward

A recruiter does not:

  • Just collect CVs
  • Just forward messages
  • Send everyone who applies

👉 A recruiter filters, evaluates, and decides who is worth moving forward.

Common Terms You Need to Know​

CV / Resume​

A CV or resume is a document that summarizes a candidate’s:

  • Work experience
  • Skills
  • Education
  • Projects

⚠️ Important:

  • A good resume does not always mean a good candidate.
  • A bad resume does not always mean a bad candidate.

Candidate​

A candidate is any person who:

  • Is interested in a job, or
  • Could be a good fit for a role

Not every candidate becomes interviewed, presented to a client, or hired.

Screening​

Screening is the first evaluation step. It includes:

  • Reviewing the resume
  • Having an initial conversation
  • Checking communication, experience, and basic fit

Screening answers this question: “Is this person worth moving forward?”

Where Do We Find Candidates?​

At our company, candidates mainly come from:

  • LinkedIn → search for profiles, send messages, review experience
  • Facebook (FB) → developer groups, tech jobs, remote work

Candidates can be:

  • Inbound → they contact us
  • Outbound → we contact them first

Both are part of the job.

What Does a Recruiter Actually Do Day to Day?​

  1. Understand the Role

    • Job title, seniority, requirements
    • If you don’t understand the role, you cannot evaluate candidates

  2. Find Candidates

    • Search on LinkedIn
    • Post in Facebook groups
    • Review inbound messages

  3. Review CVs / Resumes

    • Relevant experience
    • Role alignment (frontend, backend, fullstack)
    • Job stability
    • Clarity of information

  4. Contact Candidates

    • Send messages, answer questions, schedule conversations
    • Communication should be professional, clear, respectful

  5. Initial Screening Call or Chat

    • Can the candidate explain their experience?
    • Can they communicate clearly?
    • Do they seem honest and professional?
    • Do they understand the role?

  6. Decide: Move Forward or Not

    • ✅ Move forward
    • ❌ Do not continue

  7. Organize Information

    • Candidate names, resumes, status
    • Organization is key

What Makes a Good Recruiter?​

A good recruiter:

  • Pays attention to details
  • Asks questions
  • Is comfortable saying “no”
  • Communicates clearly
  • Protects the company’s reputation

Recruiter Flow Chart​

JOB OPENING RECEIVED
↓
UNDERSTAND THE ROLE
↓
FIND CANDIDATES
↓
RECEIVE / COLLECT RESUMES
↓
RESUME REVIEW
↓
DECISION POINT (Possible Fit?)
↓ YES          ↓ NO
CONTACT        REJECT
↓
INITIAL SCREENING
↓
DECISION POINT (Suitable?)
↓ YES          ↓ NO
MOVE FORWARD   REJECT
↓
FOLLOW-UP
↓
CANDIDATE STATUS UPDATE