Understanding the keys to becoming a better broker
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.
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.
Course Content
- Get Ready for Better Engagement –> 1 lecture • 1min.
- Adversarial Relationship –> 1 lecture • 6min.
- Elevate Your Engagement –> 1 lecture • 5min.
- Placements with Impossible Resumes –> 1 lecture • 5min.
- Key for Job Intake Call –> 1 lecture • 3min.
- Proving the Process –> 1 lecture • 5min.
- Subject-Verb-Object Methodology –> 1 lecture • 6min.
- Context is the Key –> 1 lecture • 15min.
- WORK Methodology –> 1 lecture • 5min.
Requirements
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.