Trainings for Tech Recruiters

Provide a top-notch experience
for your team of Tech Recruiters

Training agendas

Technical
Training

Advanced
Technical Training

Sourcing
training

Szkolenie Techniczne - wstęp do procesu developmentu

Poziom zaawansowania: junior/mid

1. Skuteczny Tech Interview

  • Efektywne pytania do Klienta i Managera – jak poznać ich faktyczne potrzeby rekrutacyjne
  • Struktura technicznego interview
  • Najczęstsze pułapki w trakcie rozmowy (czyli jak sprawdzają nas Developerzy)
  • Pytania sprawdzające poziom kompetencji
  • Developera oraz oczekiwane odpowiedzi
  • Typy zadań dla Programistów (pair-programming, live coding, remote task, homework etc.)
  • Weryfikowanie repozytoriów i obsługa portali dla Programistów (GitHub, BitBucket, StackOverflow)

2. Poznaj Developera

  • Różne role w procesie software developmentu (czyli co właściwie robi Twój kandydat)
  • Funkcje w zespole (Front-End, Back-End, Full-Stack)
  • Codzienna praca Programisty (tworzenie feature’ów, praca z danymi, utrzymywanie aplikacji) i co jest dla niego atrakcyjne

3. Development bez tajemnic

  • Podstawowe różnice między językami programowania (kiedy użyjemy PHP, kiedy Pythona etc.)
  • Metodyki wytwarzania oprogramowania
  • Języki niskiego poziomu, języki wysokiego poziomu, paradygmaty programowania

4. Rynek IT od podszewki

  • SaaS, PaaS, IaaS, DaaS i inne modele
  • Wprowadzenie do architektury IT
  • Wprowadzenie do rynku IT w Poznaniu oraz w całej Polsce (charakterystyka znanych firm,
    osobowości)
  • Gdzie szukać informacji o nowinkach ze świata IT

Szkolenie sourcingowe

Poziom zaawansowania: junior/mid

1. Wprowadzenie do sourcingu i kilka danych

  • Co oznacza response rate na LinkedIn i w jaki warto celować
  • Ile punktów styku potrzeba by kandydat zdecydował się wziąć udział w rekrutacji
  • Co i w jaki sposób wpływa na candidate experience
  • Jakie kanały kontaktu są najbardziej lubiane w branży IT

2. Zbieranie wymagań

  • Jakie pytania zadawać klientowi/hiring managerowi by ułatwić sobie sourcing
  • Które z wymagań muszą być traktowane jako must-have, które niekoniecznie
    (czyli czego łatwiej, a czego trudniej się nauczyć)
  • Co nam wskazuje realny poziom seniority
  • Najczęstsze nazwy stanowisk w IT

3. Narzędzia sourcingowe

  • Boolean Search, czyli wykorzystanie logiki by znaleźć kandydata idealnego
    (również z wykorzystaniem excela)
  • X-ray search, boolean search w Google – czyli jak szukać w największej bazie danych na świecie.
  • Wtyczki rekrutacyjne (Intelligence Search, octoHR i inne)
  • Narzędzia rekrutacyjne (Amazing Hiring, Stack Overflow i inne)
  • Alternatywne metody sourcingu (Github, Slack, Lubimyczytać etc.)

4. Pisanie efektywnych wiadomości

  • Umiejętność dostrzegania selling pointów
  • Zdefiniowanie najważniejszych części wiadomości (i stworzenie szablonu)
  • Personalizacja w minutę
  • Dobieranie formy wiadomości w zależności od kanału

5. Feedback

  • Jaki jest cel feedbacku
  • Jak udzielać efektywnego feedbacku, tak by kandydaci do nas wracali

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

Technologie w rekrutacji

Poziom zaawansowania: junior/mid/senior

1. Narzędzia sourcingowe

Podczas warsztatów poznasz alternatywne narzędzia sourcingowe, które umożliwiają kontakt
z kandydatami spoza LinkedIn i Goldenline oraz przetestujesz niektóre z nich:

  • Direct search (Amazing Hiring, Aevy, Hiretual, Lusha, Entelo i inne)
  • Alternatywne źródła kandydatów (StackOverflow, Behance, Oferia, Xing)

2. Systemy ATS

Przedstawimy najbardziej zaawansowane ATS, czyli “Applicant Tracking Systems”, które są dostępne
na rynku i pokażemy, jak działają i integrują się z innymi aplikacjami (np. LinkedIn RPS).

  • Lever
  • Greenhouse
  • Workable

3. Automatyzacja procesu rekrutacyjnego

Zobaczysz jak można zautomatyzować powtarzalne części pracy rekrutera tak, aby zająć się tymi
zadaniami, w których kontakt z człowiekiem jak najważniejszy.

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

4. Technologia w selekcji

Dowiesz się, jak możesz wykorzystać technologię, aby dokonywać trafnej, technicznej
i kompetencyjnej selekcji kandydatów na niemal każde stanowisko.

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

5. AI w procesie rekrutacyjnym

Pokażemy, jak sztuczna inteligencja może pomóc zobiektywizować rekrutację i wyeliminować
uprzedzenia rekrutera lub managera zatrudniającego, dopasować kandydatów z bazy na podstawie
ogłoszenia czy utworzyć profil kandydata idealnego.

  • Yva
  • AssessFirst
  • Textio
  • Restless Bandid
  • Brilent

6. VR/AR w procesie rekrutacyjnym i HR

Dowiesz się i doświadczysz, w jaki sposób VR i AR mogą być wykorzystywane na niemal każdym etapie
procesu rekrutacyjnego.

  • Daqiri
  • BigBlueRoom
  • Learning Studios

7. Strategiczne decyzje rekrutacyjne w oparciu o Big Data

Z jakiego miasta kandydaci przeprowadzają się najchętniej? Dlaczego we Wrocławiu jest 4x więcej
Java Developerów niż w Poznaniu? Gdzie panuje największa konkurencja? To pytania, które warto
sobie zadać, podejmując strategiczne decyzje rekrutacyjne. Odpowiedź na nie zna Big Data.

  • LinkedIn Insights Talent Pool

Bee Talents' Technical Training is a "must have" dose of knowledge for every IT Recruiter.

Recruiters’ day-to-day cases, practical tasks and room for exchanging experiences. These are only a few of all the benefits of this quality training. Highly recommended! 

Justyna Haus, Senior Research Analyst

Need an individual or bespoke training
for your team of Tech Recruiters?

Our training partners

Asseco Poland

Want to talk some training
partnership? Get in touch!

How to become a Tech Recruiter? Start on your own!

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

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

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