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.
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.
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.
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.
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:
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 :
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:
"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.
To create a good tech employer brand, here's an outline of a strategy that can be put in place:
2. Plan Execution:
3. Ex post study:
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).
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:
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.