Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
Recently, we had the opportunity to meet with Thomas Newham, Recruiter on the Information Technology team at Green Key. For nearly three years, Thomas has been a dedicated member of the IT team, focusing on the infrastructure side of tech recruiting. Specializing in roles such as Help Desk positions, IT Managers, and Field Technicians, he leverages his industry knowledge to connect talented individuals with the right opportunities. His commitment to building strong relationships and staying ahead of industry trends ensures that both clients and candidates find the perfect match in this ever-evolving field.
How did you first get started in tech recruiting?
I’ve always been passionate about recruiting, even though I never had a specific niche in mind. The opportunity to connect talented individuals with their ideal roles has always excited me. When I applied to Green Key for the tech division, they reached out to me, and I’ve been here ever since.
What has been the most rewarding moment in your career as a tech recruiter?
The most rewarding moments for me have been helping people and companies find their perfect match. Job changes are significant life moves, and they don’t happen too often. When they do, finding a position that excites someone makes me feel great, knowing I’ve positively impacted their lives and their families.
How do you continue to grow and develop your skills in this field?
I do lots of networking and enjoy connecting with recruiting influencers on LinkedIn. I listen to recruiting podcasts, read books, and engage with many colleagues here at Green Key. We have many high performers internally, and I love learning from the best. Through these conversations, I pick up valuable insights that help me to continuously refine my craft.
What are some common mistakes candidates make during tech interviews, and how can they avoid them?
A big mistake a lot of people make is focusing too much on the future during interviews. They ask a lot about what comes after they’ve gotten the role, while the company is trying to fill the position here and now. It’s important to focus on the current role. You can ask a few questions about growth, but really emphasize your excitement about the position in front of you right now.
How important is it for candidates to be familiar with specific technologies or programming languages versus having a strong foundational knowledge?
Although foundational knowledge provides a solid start, many of our clients prefer candidates with practical experience in particular technologies, especially when working through an agency. These roles are difficult to fill for this reason, so we prioritize candidates who already have the precise skills and tools required by our clients.
What sets your team apart from other tech recruiting teams?
Before we submit any candidates for jobs, we like to hop on a quick video call with them. Building solid relationships is the foundation of our team’s success. I aim to be someone’s go-to recruiter when they’re on the job market. Putting a face to the name and keeping it personal sets us apart because not many candidates get the chance to have any face-to-face interaction with their recruiter. This personal touch keepsour candidates referring us to their friends, former colleagues, and anyone they know looking for a new position.
What do you think the future holds for tech recruitment, and how should candidates prepare for these changes?
When it comes to tech recruitment, there will always be open positions because technology is constantly evolving. The best way to stay on top of everything is to keep up with the latest tech news. If a new piece of technology comes out, do your best to get hands-on experience with it. If you can’t physically interact with it, try to learn about it in other ways. It’s crucial to keep up with the times because it’s very easy to become outdated in the tech world.
