Getting Greater Engagement as an IT Recruiter
What you'll learn
- Guidance on how to get better engagement with developers and Engineering managers
- You don't need to be technical to conduct a technical interview with an engineer
- Our proprietary Subject-Verb-Object Methodology on reading technical resumes to cut through the buzzwords to understand what your candidate does
- Understand the distinction between a job description and a job requirement
- Our proprietary WORK Methodology for taking a fool-proof job requirement
Requirements
- No prior technical recruiting experience is required
Description
The IT Recruiting industry has failed recruiters. Most people get into IT Recruiting at an agency, which needs to fill seats faster than they can equip its people to become trusted, knowledgeable brokers between managers and the talent.
We want to create an entire generation of IT Recruiters who can independently screen candidates using a pool of their own internal knowledge. Finding technical content online to learn about a subject is as time-consuming as it is frustrating since ALL of it was created for an engineer. ALL of our content was created to be instantly understood by a non-engineer and put to use as a job-execution catalyst and force multiplier.
Our first module is focused on getting better engagement with technical audiences, the starting point to gaining credibility. We use real-life examples to show how recruiters are perceived by the talent and feedback from technical thought leaders on what would make a difference. We also show real-life examples of how candidates with train-wreck resumes generated $45,000 in placement fees.
We have a methodology on breaking down technical resumes to truly understand what a candidate does and use actual resumes to illustrate the point. We have a methodology on running a job intake call so you gather the right information and ask the relevant qualifying questions to candidates.
This module on getting better engagement is just first step in a journey of becoming a trusted, respected broker with managers and the talent they want to hire. Recruiters CAN screen IT candidates, but it all starts with getting better engagement.
Who this course is for:
- This course is for anyone in IT Recruiting or who would like to get into IT Recruiting
- IT Recruiters who want to interpret technical resumes more effectively
- IT Recruiters who want to take a bullet-proof technical job requirement every time
- IT Recruiters who want to learn approaches on getting far greater engagement with candidates and hiring managers
- IT Recruiters who want to quickly interview IT candidates with questions that will uncover if they have the competencies needed for your jobs
- IT Recruiters who want to be more confident and credible in engaging with managers and developers
Instructor
- 3.8 Instructor Rating
- 17 Reviews
- 741 Students
- 4 Courses
I got into IT Recruiting in the mid-'90s and did my first technical interview in late '97, triggering a journey that has inspired the ambition to create an entire generation of IT Recruiters who can independently screen candidates using their own internal pool of knowledge.
I left agency recruiting in 2005 to consult to software companies, becoming trusted as the first-round technical screen at companies such as The MathWorks, Pegasystems and Akamai Technologies. This is where I really elevated my ability to screen developers down to the syntax level.
I started TechScreen in 2016 to level the playing field for IT Recruiters by releasing the world's SaaS platform that empowers recruiters to conduct a detailed technical interview.
The TechScreen Certified Recruiter training program was deployed in 2021 that gives us Just-in-Time Knowledge, the ability for recruiters to leverage the content to execute their jobs in real-time. It is the world's largest technical content resource that was curated specifically for non-technical people.
This content is going to give recruiters simplified technical knowledge that can be used to generate focused qualification question. The consistent use of this content will cultivate something I call 'Conversational Competence', the reflexive ability to draw upon detailed technical information from a pool of information the recruiter 'owns'.