Tech Training for Tech Recruiters

Or, How I Learned to Stop Worrying and Love the Code

What You'll Learn

Why learning tech can catapult you from newbie to ninja in tech recruiting
How gaining years of experience in just 15 hours is totally possible (no time machine needed)
The hilarious pitfalls of not knowing tech (and how to avoid them)
A Day in the Life of a Tech Recruiter That Finally "Gets It"

Introduction: The Great Epiphany

So you want to know how to become a tech recruiter or you've just started your journey as an IT recruiter. Congratulations! You now possess that fancy LinkedIn profile, which says, "Connecting top talent with amazing opportunities." But there is this teeny problem: when candidates start telling you about Kubernetes, you wonder if it is a new Marvel villain.

Fear not! What if I told you that with up to 15 hours of technical recruiter training, you can gain years of tech experience and even a certification as a tech recruiter? No, this isn't some infomercial in the middle of the night. This is about diving into learning tech, getting certified, so you go from deer-in-headlights rookie to confident, tech-savvy recruiting superhero.

Reason #1: Instant Upgrade—Become a Senior Recruiter Overnight

Imagine leveling up so fast, even Mario would be jealous and all it requires is some technical recruiter training and get a professional recruiter certification to jumpstart from junior to senior recruiter status. It's like finding a warp zone in the game of your career.

Benefits:

Respect: Hiring managers will actually return your emails.
Confidence: You'll stride into meetings knowing not just the obvious difference between Java and JavaScript, but why a Kotlin engineer could be good for a Scala role.

Bragging Rights: Add that shiny certification to your email signature and watch the endorsements roll in, also, who doesn't want to differentiate oneself in such difficult market conditions?

Reason #2: Getting Control over the Recruiting Life-Cycle

Ever feel like you try to navigate through the recruiting process in the dark? Let's take a comedic walk through the recruiting life-cycle and see just how tech knowledge turns on the lights, turning you into a proficient IT recruiter equipped with the latest tech recruitment tools and technical recruiting best practices.

Role Kick-Off Meetings

Pre-Tech Knowledge: You nod enthusiastically during the hiring manager's description of the need for someone proficient in "React." You're thinking, "Great - they're looking for someone who acts fast!"

Post-Tech Knowledge: With your new technical recruiting skills, you know React is a JavaScript library for building user interfaces. You ask informed questions. The hiring manager lights up. You're speaking their language. Finally someone who knows their shit.

Designing the Interview Process

Before: "So, uh, should we. ask them stuff?"

After: "Let's include a technical assessment focused on their experience with RESTful APIs and microservices that follows best practice for technical recruiting."

Profile Calibration

Before: You forward candidates whose resumes mention the word "developer" somewhere.

After: Using sophisticated recruitment technology for tech jobs, you filter candidates based on their experience with the specific technology stack your team is using and avoid wasting time on irrelevant profiles.

Reason #3: Build Candidate Trust Faster Than You Can Say "Tech Stack"

Candidates can sniff uncertainty out like sharks sniff blood. If you know tech:

They'll be more forthcoming: Sharing their actual motivations and insecurities.
You avoid miscommunication: No more being convinced that "AWS" is short for "Advanced Widget Systems."
You become their confidant: Leading them through the recruitment process with assurance, displaying your technical recruiter role.

Reason #4: Crush Tech Recruitment Challenges with Ease

Acquire technology knowledge to crush recruitment challenges with ease. Tech recruitment without knowing about technology is like cooking without knowing the ingredients. Upon learning the technology:

Screening calls will be insightful: Instead of asking generic questions, you ask about their experience with certain technologies. You actually show your technical recruiting skills.
Interpret Feedback: Understand interviewer feedback and constructively communicate it to candidates.
Closing Candidates: You address their concerns about the tech stack, project, and team; you make the offer so attractive that they cannot resist, thus strengthening your strategy for acquiring tech talents.

Reason #5: Ditch the Awkwardness—Laugh Your Head Off About Past Mistakes

Admit it, we've all been there.

You think "Python" is a cool kind of Monty Python reference or of course, the deadly snake
You think "Agile" refers to how fit they are.
You think "Scrum" is something you do in rugby.

Through technical recruiter training, you transform past faux pas into amusing, but not daily, happenings.

And you'll understand memes and jokes by techies. They'll love it. You'll feel part of the "gang". Become "one of us" and not "one of those tech recruiters who's always just been winging it".

Reason #6: Become the Office Hero (Cape Optional)

When you can:

Challenge Hiring Managers: "Are we sure we need someone with 10 years of Kubernetes experience when it only came out 8 years ago?" (applying your professional recruiter certification knowledge)
Identify Strategic Opportunities: "There is a movement toward Rust programming, and we should get ahead of that curve, is what the latest tech recruitment trends suggest".
Lead the Post-Interview Debriefs: "I think they would be perfect for our new project given their experience with microservices architecture."

You're indispensable. Your colleagues start thinking you're twins.

Reason #7: Make Better Matches than a Dating App

Tech knowledge also enables you to align the skills of candidates with vacancies even better.

Sourcing: You know exactly what keywords and on which platforms to find those hidden gems, your boolean searches stop sucking and you're starting to find hard-to-find candidates like there's no tomorrow.
Candidate Outreach: You can write messages that resonate since you understand what they do.
Building Trust: Candidates will feel valued when you "get" their work.

Reason #8: Future-Proof Your Career

Tech is ever-changing. By being informed:

Stay Relevant: You won't be phased out like VHS tapes.
Adapt Quickly: New programming language trending? You'll know about it because techies who trust you will tell you about it.
Continuous Growth: Keeps the job interesting and your brain sharp.

Conclusion: From Zero to Hero in 15 Hours

In a word, with 15 hours of investment in learning the technology and getting certified, it revolutionizes your recruiting career. Whether you're figuring out how to become a technical recruiter with no experience or desiring to learn how to enhance your technical recruiter responsibilities, you will communicate better, make more placements, and enjoy your job a lot more.

So, why wait? Let the inner geek be heard loud and clear.

Next time you hear someone mentioning Docker, know they aren't referring to a dockworker.

Note: No tech jargon was harmed in the making of this blog post. 🤣