Trainings

Top-notch experience for your team of IT Recruiters

Technical Training - introduction to development

Seniority level: entry/junior/mid

1. Effective tech interview

  • Must have questions to client and manager – how to really understand their recruitment needs
  • The structure of tech interview
  • Most common interview traps – how devs check on recruiters
  • Questions to recognize the skills level of a developer and expected answers
  • Types of technical tasks for developers (pair-programming, live coding,
    remote task, homework etc.)
  • Validation of repositories and usage of websites for programmers
    (GitHub, BitBucket, StackOverflow)

2. Meet the Developer

  • Different roles in software development process – what exactly your candidate is responsible for
  • Team functions (Front-End, Back-End, Full-Stack)
  • Developers’ everyday work (designing features, data science, maintenance)
    and what appeals to them

3. Development unveiled

  • Basic differences between programming languages – when to use PHP, when Python etc.
  • Software development methodologies
  • Low-level & high-level programming languages, programming paradigms

4. Ins and outs of the IT market

  • SaaS, PaaS, IaaS, DaaS i other models
  • Introduction to IT Architecture
  • Introduction to Tech Market in Europe and Worldwide
  • Where to look for world latest IT trends

Sourcing in IT

Seniority level: entry/junior/mid

1. Introduction to sourcing and a handful of data

  • What does LinkedIn response rate mean, and what should be your target
  • Touch points, and how many do you need to motivate candidates to participate in recruitment
  • What and how influences candidate experience
  • Communication channels that run IT

2. Gathering requirements

  • The right questions to ask the client/hiring manager to facilitate sourcing
  • Must-have requirements and the rest – how to prioritize skills easier and harder to learn
  • Real seniority indicators
  • Common IT job naming

3. Sourcing tools

  • Boolean search – using logic (and Excel!) to find the perfect candidates
  • X-ray search, Google Boolean search – combing through largest database in the world
  • Recruiting plugins (Intelligence Search, octoHR and others)
  • Recruiting tools (Amazing Hiring, Stack Overflow and others)
  • Alternative sourcing techniques (Github, Slack and others)

4. Designing effective messages

  • Identifying selling points
  • Defining key message components and creating templates
  • One-minute personalization
  • Adjusting messages to the channel

5. Feedback

  • The real goals of feedback
  • Art of effective feedback – make the candidates want to come back

Souricng in IT

Seniority level: entry/junior/mid

1. Introduction to sourcing and a handful of data

  • What does LinkedIn response rate mean, and what should be your target
  • Touch points, and how many do you need to motivate candidates to participate in recruitment
  • What and how influences candidate experience
  • Communication channels that run IT

2. Gathering requirements

  • The right questions to ask the client/hiring manager to facilitate sourcing
  • Must-have requirements and the rest – how to prioritize skills easier and harder to learn
  • Real seniority indicators
  • Common IT job naming

3. Sourcing tools

  • Boolean search – using logic (and Excel!) to find the perfect candidates
  • X-ray search, Google Boolean search – combing through largest database in the world
  • Recruiting plugins (Intelligence Search, octoHR and others)
  • Recruiting tools (Amazing Hiring, Stack Overflow and others)
  • Alternative sourcing techniques (Github, Slack and others)

4. Designing effective messages

  • Identifying selling points
  • Defining key message components and creating templates
  • One-minute personalization
  • Adjusting messages to the channel

5. Feedback

  • The real goals of feedback
  • Art of effective feedback – make the candidates want to come back

Souricng in IT

Seniority level: entry/junior/mid

1. Introduction to sourcing and a handful of data

  • What does LinkedIn response rate mean, and what should be your target
  • Touch points, and how many do you need to motivate candidates to participate in recruitment
  • What and how influences candidate experience
  • Communication channels that run IT

2. Gathering requirements

  • The right questions to ask the client/hiring manager to facilitate sourcing
  • Must-have requirements and the rest – how to prioritize skills easier and harder to learn
  • Real seniority indicators
  • Common IT job naming

3. Sourcing tools

  • Boolean search – using logic (and Excel!) to find the perfect candidates
  • X-ray search, Google Boolean search – combing through largest database in the world
  • Recruiting plugins (Intelligence Search, octoHR and others)
  • Recruiting tools (Amazing Hiring, Stack Overflow and others)
  • Alternative sourcing techniques (Github, Slack and others)

4. Designing effective messages

  • Identifying selling points
  • Defining key message components and creating templates
  • One-minute personalization
  • Adjusting messages to the channel

5. Feedback

  • The real goals of feedback
  • Art of effective feedback – make the candidates want to come back

Recruitment Technology

Seniority level: junior/mid/senior

1. Sourcing tools
During the training you will get to know alternative sourcing tools, which expand your search beyond
LinkedIn and Goldenline, and you will test some of those in practice.

  • Direct Search (Amazing Hiring, Aevy, Hiretual, Lusha, Entelo and others)
  • Alternative candidate sources (StackOverflow, Behance, Oferia, Xing)

2. ATS Systems
We will present how the most advanced Applicant Tracking Systems (ATS) available on the market
work, and we will show how they can integrate with existing solutions (e.g. LinkedIn RPS).

  • Lever
  • Greenhouse
  • Workable

3. Automating the recruitment process
You will learn how to automate the repetitive, daily tasks of a recruiter’s job, so that the focus
can be kept on the crucial human interaction aspect of recruitment.

  • RoboRecruiter
  • MyAlly
  • Beamery
  • Zoom.ai
  • Emplobot
  • Facebook boot

4. Technology in selection
You will learn how to use latest tech to select suitable, technically skilled and competent candidate
for any opening (job/offer).

  • HackerRank
  • Pymetrics
  • Self Management Group
  • Ideal
  • Panna
  • Koru Predictive Hiring for Fit

5. AI in recruitment process
We will show how AI can help make recruitment processes more objective, and eliminate recruiter
and Hiring Manager biases. AI can also be used to fit candidates to job requirements, and create
perfect candidate profiles.

  • Yva
  • AssessFirst
  • Textio
  • Restless Bandid
  • Brilent

6. VR/AR in HR and recruitment
You will experience firsthand, how Virtual and Augmented Reality technologies can be used at almost
any stage of recruitment processes.

  • Daquiri
  • BigBlueRoom
  • Learning Studios

7. Augmenting strategic recruitment decisions using Big Data
Where do candidates prefer to relocate the most? Why are there four times as many Java Developers
in Wrocław than in Poznań? Where is the strongest competition? These key, strategic recruitment
questions can be answered best using Big Data.

  • LinkedIn Insights Talent Pool

Need a bespoke training for your team?

Trainings | Bee Talents

We share our knowledge and experience with your team

We do not have recruitment coaches who just do trainings all the time. It is always recruiters for recruiters. It means we not only have the experience but we use all the techniques and knowledge in day to day work. With damn good results!

Testimonial

Let's talk about your training needs!

Bee Reader Blog

It’s not a secret that an entry level job in recruitment is neither the most glamourous, nor is it very exclusive. Most Interns and Junior IT recruiters will do very fine with just a couple skills, like good interpersonal abilities or some innate persistence.

Souricng in IT

Seniority level: entry/junior/mid

1. Introduction to sourcing and a handful of data

  • What does LinkedIn response rate mean, and what should be your target
  • Touch points, and how many do you need to motivate candidates to participate in recruitment
  • What and how influences candidate experience
  • Communication channels that run IT

2. Gathering requirements

  • The right questions to ask the client/hiring manager to facilitate sourcing
  • Must-have requirements and the rest – how to prioritize skills easier and harder to learn
  • Real seniority indicators
  • Common IT job naming

3. Sourcing tools

  • Boolean search – using logic (and Excel!) to find the perfect candidates
  • X-ray search, Google Boolean search – combing through largest database in the world
  • Recruiting plugins (Intelligence Search, octoHR and others)
  • Recruiting tools (Amazing Hiring, Stack Overflow and others)
  • Alternative sourcing techniques (Github, Slack and others)

4. Designing effective messages

  • Identifying selling points
  • Defining key message components and creating templates
  • One-minute personalization
  • Adjusting messages to the channel

5. Feedback

  • The real goals of feedback
  • Art of effective feedback – make the candidates want to come back

Souricng in IT

Seniority level: entry/junior/mid

1. Introduction to sourcing and a handful of data

  • What does LinkedIn response rate mean, and what should be your target
  • Touch points, and how many do you need to motivate candidates to participate in recruitment
  • What and how influences candidate experience
  • Communication channels that run IT

2. Gathering requirements

  • The right questions to ask the client/hiring manager to facilitate sourcing
  • Must-have requirements and the rest – how to prioritize skills easier and harder to learn
  • Real seniority indicators
  • Common IT job naming

3. Sourcing tools

  • Boolean search – using logic (and Excel!) to find the perfect candidates
  • X-ray search, Google Boolean search – combing through largest database in the world
  • Recruiting plugins (Intelligence Search, octoHR and others)
  • Recruiting tools (Amazing Hiring, Stack Overflow and others)
  • Alternative sourcing techniques (Github, Slack and others)

4. Designing effective messages

  • Identifying selling points
  • Defining key message components and creating templates
  • One-minute personalization
  • Adjusting messages to the channel

5. Feedback

  • The real goals of feedback
  • Art of effective feedback – make the candidates want to come back

Souricng in IT

Seniority level: entry/junior/mid

1. Introduction to sourcing and a handful of data

  • What does LinkedIn response rate mean, and what should be your target
  • Touch points, and how many do you need to motivate candidates to participate in recruitment
  • What and how influences candidate experience
  • Communication channels that run IT

2. Gathering requirements

  • The right questions to ask the client/hiring manager to facilitate sourcing
  • Must-have requirements and the rest – how to prioritize skills easier and harder to learn
  • Real seniority indicators
  • Common IT job naming

3. Sourcing tools

  • Boolean search – using logic (and Excel!) to find the perfect candidates
  • X-ray search, Google Boolean search – combing through largest database in the world
  • Recruiting plugins (Intelligence Search, octoHR and others)
  • Recruiting tools (Amazing Hiring, Stack Overflow and others)
  • Alternative sourcing techniques (Github, Slack and others)

4. Designing effective messages

  • Identifying selling points
  • Defining key message components and creating templates
  • One-minute personalization
  • Adjusting messages to the channel

5. Feedback

  • The real goals of feedback
  • Art of effective feedback – make the candidates want to come back