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Establish a tech culture to recruit talent


tech culture to recruit talent

For recruiters, hiring tech profiles is often very difficult. So they often have to sell their company to make candidates want to join them! 

However, some recruiters do not necessarily have the technical knowledge and do not always know how to best communicate with tech candidates. Sometimes, this cultural difference can even become a source of anxiety for recruiters. 

Don't worry! In this article, we will explain how to learn how to recruit a tech profile. To become a tech recruiter, it is indeed necessary to have strategic knowledge, which we can call "technical varnish" to attract the best tech talents in a company. 

The bottom line

  • Recruiters of all types of companies who interact with tech profiles and in particular those in ESN, have an interest in understanding the tech business in order to source the best talents.
  • Learning the tech culture consists in establishing a " technical varnish" in order to understand tech jobs, technologies and working methods.
  • This learning process must be accompanied by a strong employer brand for tech profiles, in order to allow for the best recruitments.

Who has an interest in learning tech culture? 

In the broadest sense, everyone! But in this case, all the people in charge of recruiting for a company whatever the sector, whether it is an internal player or a recruitment firm. Recruiters for ESNs are particularly affected by this need to understand tech at a minimum.

Why is this particularly important for NSEs? 

The ESN (formerly called SSII: Société de Services et d'Ingénierie en Informatique if this name does not tell you anything!) are companies that provide IT solutions to other companies. 

These are essentially BtoB (Business to Business) companies that respond to very specific problems on technical subjects.

Their teams are therefore composed of consultants and sales people. The consultants can thus be brought to have very advanced tech profiles

Recruiting the right tech candidate for the job

One of the typical missions of ESN is technical assistance, also known as a management organization. The ESN delegates one of its consultants to the client company to carry out a technical mission.

Throughout the mission, ESN has an obligation of means towards its customer and undertakes to do everything possible to obtain results within the allotted time. 

It is therefore crucial to identify the experience of the collaborator, so that it corresponds to the type of profile sought by the client. 

Why learn tech culture when you are a recruiter?

Why learn tech culture when you are a recruiter? 
The importance of learning the tech culture when you are a recruiter

If you still doubt the usefulness of this famous "technical varnish" as a recruiter, here are some reasons why it is absolutely essential to learn tech culture to become a tech recruiter: 

  1. Gain credibility during interviews: the job offers and the job description will be well written and your speech will be adapted to the profile you are looking to recruit. You will be armed to convince candidates!
  2. Know how to talk to tech teams: work with them on their career plans and understand their needs. This will allow you to create good working conditions and a better company culture for your tech candidates. 
  3. Understand in detail the job description of each candidate (from Chief Technical Officer (CTO) to full-stack developer).
  4. Follow and manage a tech career
  5. Save money: By knowing more about the profile you are hiring, you avoid making a mistake with an unsuitable candidate. Thus, less back and forth and time wasted in a bad recruitment! In addition, this will allow you to avoid outsourcing the recruitment to an external firm, which is often very expensive.

All you need to know to implement a tech culture  

First of all, you need to know how to distinguish between the different tech professions in order to be able to understand the tech job descriptions. For example, you will need to know : 

  • The different families of tech jobs: those who work on architecture, on development, on data, on specific subjects like artificial intelligence, etc.
  • IT project management and its different methodologies: Lean management, agility, DevOps, etc...
  • The daily life of a developer, a data scientist, a data architect, etc. 
  • The tech work environment: working hours, communication channels, flexibility, etc.

If all this seems quite complex to learn by yourself, don't worry, there are companies that offer training adapted for recruiters to give them all the knowledge they need to set up a real tech culture within the company. 

Bluecoders has created the Bluecoders Academy, a unique training to demystify tech in your company, specifically adapted to recruiters.

Bluecoders offers different training courses to meet all needs: 

  • A tech bootcamp for recruiters to learn everything in 5 days
  • Learn to manage a recruitment process
  • Creating an IT culture for recruiters
  • Training on sourcing and matching tech candidates
  • and many other training modules.

How to create a tech employer brand? 

Why create a tech employer brand? 

"Your brand is what others say about you when you're not in the room." This quote from Jeff Bezos illustrates the need to create an employer brand that speaks to and satisfies your company's tech profiles or your future candidates.

Research shows that you're more likely to get many applicants if you cultivate your employer brand. In addition, candidates at companies with good reputations ask for fewer salary increases than at companies they've seen negative reviews about, according to a 2016 Harvard Business Review study. So a bad reputation would cost at least 10% per hire.

Steps to creating a tech employer brand

How to create a tech employer brand 
The 3 steps to creating a tech employer brand

To create a good tech employer brand, here's an outline of a strategy that can be put in place:

  1. Upstream thinking : 
  • Study of the current image of the company with tech profiles, study of the players who really have a differentiating image for tech profiles.
  • Designation of a person responsible for the execution of the employer brand within the company.

2. Plan Execution: 

  • Training and awareness-raising of all teams on tech topics, and more particularly of the company's recruiters with training courses such as the Bluecoders course.
  • Targeting tech candidates with dedicated ads.
  • Strengthening your image in universities and schools/training centers dedicated to tech.
  • Use of tools to refine the recruitment process and enhance the company's branding.
  • A few things can help your employer image beyond just your website can be like listing the company on specialized sites for tech profiles like GitHub or Stack Overflow, creating HR videos, showing for example the employees of tech teams, a strong presence on social networks, etc...

3. Ex post study: 

  • Implementation of employer brand measurement tools

A work on the duration

So, employer branding work is a long-term endeavor, but this work especially includes the entirety of the interactions people will have with your company.

You must therefore work on customer satisfaction, employee satisfaction (possibility of telecommuting, pleasant premises, meals offered, competitive salary levels, etc.) and the quality of the recruitment process (human resources image, here again the recruiter's credibility and level of understanding are key).

How to address tech profiles?

How to address tech profiles
Establish a tech culture to recruit talent

Once you've acquired a certain level of tech knowledge (yes, that famous tech varnish!) and you've put a plan in place to work on your tech employer brand, all that's left to do is get started on your tech recruiting. Here are some tips on how to recruit the best way:

  • Give concrete elements about the job: talk about the missions, the tools and technologies that the candidate will be asked to use.
  • Get off the beaten track of LinkedIn and career sites: candidates are often very solicited there and some more specialized sites exist for such profiles (GitHub, Stack Overflow, Twitter, ...).
  • Emphasize the prospects for professional development.
  • Ask questions! You will learn more and more about the tech profiles and challenges of the different professions and will be better at recruiting in the future.

As you will have understood, it is therefore essential as a recruiter to understand the needs and expectations ofs needs and expectations.s needs and expectations, and to do so you need to acquire a certain amount of technical knowledge, thanks to the Bluecoders training.

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