[Tech] Recruiting

  • 4.5 Rate

  • 14 Lecture

  • 42 hours

  • 7 Weeks

The demand for tech talent has never been higher, making it increasingly challenging for companies to find and attract the best human resources. In this competitive environment, recruiters need not only a deep understanding of the tech industry but also practical expertise in how to find, onboard, and retain A+ tech professionals.

This course is packed with practical work and designed to provide a detailed understanding of current trends, platforms, and qualifications - it's a mini MBA in human resource recruitment for the technology sector. Throughout the course, students will learn the complete 360-degree process of [Tech] recruiting.

Outcome

Skills Acquired: LinkedIn Recruiting, Recruiting techniques.

  • Understand the Georgian and international technology market and keep track of trends

  • Comprehend technological organization structures and designs

  • Fully grasp terms used in organizations and speak the "tech language"

  • Find and correctly interpret profiles and preferences in the technology space

  • Gain in-depth knowledge of programming languages, frameworks, and their application areas

  • Create technical job descriptions

  • Conduct a "360-degree" recruitment process: plan, present, and implement strategies

  • Establish and use recruitment process metrics

  • Create and manage employer branding, conduct recruitment marketing

  • Understand local and international labor laws and trends

  • Work with Hiring Managers, provide consultation, manage expectations, and build partnerships

Mar 12 1350₾

Mon-Thur 20:00-23:00

Pre-enrollment
Split your payment
TBC installment
BOG installment

Who is this course for?

Recruiters

For beginner or already active recruiters who want to improve recruitment strategies, practices, and technical skills.

Managers

For those who want to acquire/deepen their knowledge in recruiting technological talent, with the aim of attracting and retaining them.

Program includes

Alumni Club

After successfully completing the final exam, graduates will be automatically enrolled in the Alumni Club. This membership grants them access to exclusive events, content, and special offers from our partner companies

Work Based Learning

The course includes practice-based learning, including assignments/exercises and individual projects.

Bilingual Certification

Upon successful completion of the course, students will receive a bilingual certificate.

Syllabus

Course overview
30-year development of the technology sector
Tech recruiter's role and functions
Increased demand for tech recruiters and current opportunities
Overview of global and local labor markets, existing challenges
Personal branding
Practical assignment
Business and technological terms (C-suite, V-Suite, D-level)
Software & Hardware Development
Tech-first and technological organizations
Acronym explanations
Practical assignment
Tech recruitment process (360-degree overview)
Tech recruitment methods
Tech recruitment tools (ATS, Boards, Social Media, Tools)
Planning the tech recruitment process
Alternative sourcing locations
Strategy planning
Strategy building
Job Description & Scorecards
Stakeholder involvement (Business & Tech Leadership, Expectation Management, Speaking the language)
Practical assignment
Business [Sparring] Partnering
Best practices for interacting with Hiring managers
Verbal and email communication
InMail (LinkedIn) communication
Subject line selectionline-ის შერჩევა;
Candidate engagement
Practical assignment

Pick your suitable time

Lecturers

Giga Metreveli

Tech Recruiting

Giga Metreveli

Tech Recruiting

Giga holds a Master's degree in Business and Law from Bucerius Law School. Since 2014, he has been active in Berlin's startup ecosystem, helping technology organizations in their growth process. He has worked with various successful startups and global companies, including SolarisBank, Gorillas, Revolut, Acelr8, Trade Republic, and Vay. Currently, he leads the talent team at the telecom startup Gigs and provides services and consultation to dozens of European and American tech companies from Seed to Series E stages. During his time at Gorillas, which achieved unicorn status in just 10 months (the fastest in Europe), he led the recruitment team that hired 7,000 employees in one year and went through a hypergrowth phase. As a Talent Advisor, Giga conducts training sessions related to development and recruiting for tech organizations, startups, and venture capital investors, as well as for companies and founders participating in Google's incubator program.

FAQs for this course

A: Unfortunately no, we don't teach human resource management from zero in this course. The course is for those who already have this prerequisite, want to understand the technology field, and work on recruiting tech personnel.
A: The course is taught by a lecturer with 10+ years of experience, whose work portfolio includes working with global brands. Therefore, their experience of teaching the subject based on practical cases is the main value of the course.

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Relevant Resources

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10 Strategies for Tech Recruitment

 Tech recruitment is the process of attracting and employing qualified personnel for various positions in the technology industry. It has become particularly important due to the growing demand for professionals in this field. Companies that want to keep up with modern trends and compete with other businesses place crucial importance on the tech recruitment process.Nowadays, you may encounter many challenges in finding, selecting, and employing tech professionals. If you work in this field or want to continue your career, read this blog. Here, I'll tell you about 10 challenges that tech recruiters face in their work and the strategies they use to overcome them. 1. Shortage of Talents The number of vacant positions in the technology field is quite large, which leads to a growing demand for professionals. Recruiters need to put in a lot of effort to find a sufficient number of suitable candidates in the job market. The reason for this is the mismatch between the skills required by the employer and the skills of job seekers. Therefore, attracting and hiring the best talents is one of the main challenges for tech recruiters.The way to solve this is to change the strategy. Recruiters should search for personnel not among active job seekers, but among passive ones. They need to find new ways to connect with the latter. They may not be looking for a new job, but be open to new opportunities and different offers. Such personnel make up 70% of the global workforce and can offer employers diverse and necessary skills. 2. პასიური ტალანტების მოძიება პასიური ტალანტების მოზიდვა ნამდვილად რთული გამოწვევაა, რადგან ისინი დასაქმებულები არიან და გამოცხადებულ ვაკანსიებსა და ტრადიციულ რეკრუტირების მეთოდებს უპასუხოდ ტოვებენ. თუმცა მათი ყურადღების მიქცევა შეგიძლია შენი, როგორც დამსაქმებლის, კარგი რეპუტაციის შექმნით. ამ გზით შეძლებ, რომ გამორჩეული კადრები დააინტერესო კონკრეტული კომპანიით.By using ATS (Applicant Tracking System), recruiters can track the HR analytics of their campaigns. This will give them the opportunity to optimize their strategies, which will help effectively attract passive talents. ATS will also help in communication: sending individual emails, scheduling interviews, updating candidate profiles. It can also provide AI recommendations to help recruiters quickly find personnel suitable for the company based on their skills and experience. 3. Competition in the Job Market In addition to candidates, tech recruiters must compete with other leading companies in the technology field. Job seekers pay attention to the culture, values, and reputation of the organization before applying for a vacancy. They are looking for employers who offer career advancement, learning and development opportunities, and a friendly, positive work environment.In order to be competitive in the job market and attract experienced and professional talents, tech recruiters need to create a strong and distinctive employer "brand". One way to do this is to develop a company employment website. Here you'll tell potential employees about the organization and its culture. You'll give them the opportunity to fill out an application for a vacancy directly from the website. 4. ompensation and Other Benefits Employers need to offer tech talents high salaries and packages full of various benefits: health insurance, education funding, pension plan. However, for small businesses, offering such conditions is difficult and expensive - they have limited resources and budget. In addition, candidates prefer different offers. For example, bonus system, flexible schedule, the possibility of remote work, and others. Therefore, it's a challenge for recruiters to tailor the vacancy to the needs and desires of each personnel. 5. Internal Mobility in the Company Internal mobility refers to the promotion of an employee or transfer to another department. Companies that focus on this process will attract more tech talents because they pave the way for employees' career growth and development. This approach is particularly profitable in the technology field - the demand for professionals is high, and the competition to hire them is difficult and labor-intensive. However, internal mobility is also a challenge for tech recruiters. When employees are promoted to higher positions in the company, it becomes difficult to keep track of their skills, qualifications, or experience. This can create a mismatch between vacant positions and candidates, which is an inefficient use of time and resources. Therefore, to effectively manage tech talents, it's important to use necessary techniques such as ATS.How will ATS help you in the recruitment process? Discovering suitable candidates for the vacancy among the company's employees based on their knowledge, skills, experience, and priorities. In addition, the system will help inform them about new opportunities within the organization, which will encourage them.Promoting a culture of internal mobility that ensures employees' career growth and development. ATS will help you assess the quality of their work, potential, aspirations, and provide feedback.You'll reduce recruitment costs and time and won't have to search for personnel outside the organization. ATS will simplify the process of applying, screening applications, conducting interviews. It will also significantly reduce the need for orientation and training. 6. Ongoing Market Changes Rapid changes in the technology industry also affect market demands. Certain skills and qualifications may become outdated and less useful in the next decade. Therefore, tech recruiters need to actively collaborate with managers to correctly identify the skills that are needed today and will be needed in the future. Based on this, they should select candidates who have the relevant knowledge and also the ability to learn new technologies, adapt to changes, and solve complex problems. 7. Selecting the Right Personnel The next challenge is determining how well a particular personnel fits the organization. For this, the recruiter should consider not only their skills and qualifications but also the compatibility of their personality, values, and culture with the company. This can be determined if they know well the organization's vision, mission, goals, as well as managers' expectations and preferences. ATS is also quite useful in this process - it shows how well the applicant's resume fits the job requirements. 8. Avoiding Bias in the Tech Recruitment Process Preconceptions and ideas about candidates during the screening process can influence the recruitment process. As a result, this becomes a source of discrimination, which can be based on various factors (age, gender, race). This negatively affects the candidate's experience and reputation, as well as the organization's operations.In this case, too, ATS will be of great help and will evaluate candidates based on objective and data-based criteria. Also, to avoid bias, you can use an anonymity strategy. The system allows you to hide the details of the candidate's personal information (name, age, photo, etc.) and evaluate them only based on their qualifications. 9. 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5 Reasons Why You Should Learn Data Engineering

 Data engineering is the design and development of systems and infrastructure that automatically collect, store, and analyze large amounts of data. Its goal is to develop methodologies and tools that ensure maximum perfection of processes, stability, and reliability of information. This is achievable through programming.  A data engineer is a software engineer specialized in data technologies. They build systems where any employee of the company can easily access the data they need. Thus, they set up tools that the data team and their company need for success. It is data engineers who create the foundation of the modern data ecosystem.If you know the Python programming language and are attracted to working with data, this profession will interest you. Read the blog and find out the 5 reasons why you should choose data engineering. 1. Data engineering is the backbone of data science Data engineers are the first to receive large amounts of structured and unstructured data that enter the company's systems. Therefore, they are the foundation of the data strategy. It is data engineers who start working with them and ensure their collection, storage, and transformation. The more efficiently they work, the easier it becomes for other team members (data scientists and analysts) to conduct subsequent processes, and vice versa.Consequently, a lot depends on the work of data engineers. This is confirmed by the principle of how companies with well-developed strategies staff their data teams. Usually, in such organizations, we find this ratio: for every data scientist, there are 2-3 data engineers. In companies with more complex data, this number equals 4-5 engineers. Data Engineering 17 Week| 33 Lecture | 99 Hour Learn More Data engineering is full of technical challenges The essence of data engineering is to develop functions that will be large-scale and effective. This helps other team members focus directly on the data and devote time to their analysis, rather than trying to solve programming problems. Moreover, data engineering requires less mathematics than data science. Therefore, if programming is your strength and you prefer it to mathematics, this direction is the ideal option for you. A respected and valuable profession Making life easier for data scientists is not the only result that motivates data engineers. They also have a growing influence on ongoing processes in the world.We create 2.5 quintillion bits of data daily. Due to their scale, the importance of data engineers has never been as great as it is today. Their need will increase even more in the future. According to Business Insider, by 2025 there will be 64 billion IoT devices. For comparison, in 2018 this number was 10 billion. This trend indicates the multiplication of data from more sources. Consequently, the demand for data engineers will increase significantly in the future for their effective processing and storage.  This means that data engineers have a diverse path to discover their areas of interest and deepen relevant skills. Many tools and technologies available today help them in this. For example, popular tools such as Amazon Redshift, Amazon S3, Apache Cassandra, Apache HBase, Apache Kafka, Azure, PostgreSQL, Redis. Of course, it's not necessary to know how to use each tool, but this list shows well how versatile the world of data engineering is. And which technique you use to perform tasks depends on your desire and choice. Since data engineers also possess software engineering skills, they can also create digital products. If you want to participate in startup development or become an entrepreneur and start your own company, learning this profession will definitely be useful. The techniques needed for data engineering will help you both create a digital product and analyze its operation.If working remotely is more comfortable for you, data engineering is a good choice for this. Most tasks don't require being in the office. Due to the high demand for specialists, it's definitely possible to find a remote job or work on short-term private projects. In addition, you can contribute to the development of the data science community. On average, 65% of professional developers post Open Source projects on Stack Overflow once or more per year. So, you too can make changes and develop and refine new techniques for people working in the field. High income  It's true that salary shouldn't be the only decisive factor when looking for a job. However, we can't deny that it still plays a big role in this process. The average income of data engineers will not leave you indifferent - this number is equal to $117,000.This data is not surprising at all. The skills needed for data engineering, such as Python, SQL, are among the highest-paid knowledge. According to LinkedIn, there are many more job postings for data engineer positions (up to 112,500 vacancies) than for data scientists (up to 70,000 vacancies). And the demand is very growing - in 2019 it increased by 88% compared to the previous year. This trend will definitely continue in the future. Learning data engineering is valuable even if you don't plan to continue your career in this profession Even if you don't want to start working in data engineering and are more attracted to the position of data scientist, it will still be beneficial for you to gain knowledge in this regard:As a data specialist, you will often have to perform tasks that correspond to the role of another position, including data engineering;Learning different approaches will help you better understand the issue. Also, you will be able to improve skills that you rarely use in your daily activities;You will become more confident, which will also reflect on your career advancement;Communication with data engineers will be easier for you, which is the key to effective collaboration. As you can see, data engineering is a field full of adventures. It will never lack new and interesting challenges. So, if you want to have one of the most in-demand and highly paid skills in the future, start learning data engineering. Join us at Commschool! Learn More