The need for recruiters to understand tech terminology
Although tech recruiters don’t need to be subject matter experts, they do need to be aware of tech terminology. Learn more about the importance of language in engaging and attracting tech talent.
According to Tech Nation’s People and Skills Report 2022, the most in-demand roles in the industry at the moment, are those that require technical skills. Software Developer, Java Developer, and DevOps Engineer all make the top five.
To hire for technical roles, recruiters need to communicate with candidates using appropriate tech terminology. They need to demonstrate that they have an active interest in the industry and that they have the inside knowledge that can meet candidate expectations.
The language that recruiters use in job adverts, email communications, and job interviews play an important role in gaining candidates’ trust and confidence. Likewise, recruiters who are able to provide a detailed overview of the technical requirements, responsibilities, and duties of a role, are more likely to persuade candidates to apply.
The importance of using technical terms in tech recruitment
It doesn’t take long for a tech candidate to spot a recruiter that doesn’t understand the technicality of a role . After all, they’ve likely spent years studying, or working in their specialist area, using technical language every day.
To make an impression and retain a candidate’s trust, recruiters need to be up-to-date with the technical language that’s used in specific areas of tech. They need to be aware of how terminology can differ between different programming languages, frameworks, and methodologies.
To brush up on the terminology used in IT and tech, recruiters may want to take a look at DevSkiller’s glossary of IT terms as a useful refresher.
The benefits of understanding tech as a recruiter
Better talent engagement – Having a good working knowledge of the IT and tech sector can better equip recruiters to answer candidate queries about a role. It also provides them with a point of reference in how the role might compare to others at competing companies. In turn, recruiters can focus on highlighting what makes the role unique.
Ability to meet talent expectations – Tech candidate expectations are higher than ever before, so recruiters need to be aware of the latest industry trends to gain their confidence. For example, tech salaries are on average, 80% higher than salaries for non-tech jobs in the UK, and almost 80% of advertised tech roles are for senior positions. As such, recruiters need to be able to communicate with candidates on that level.
Providing an honest overview of a role – Likewise, tech-savvy recruiters are better able to anticipate the challenges of a role and provide candidates with an honest overview of what the job is like. Recruiters with industry experience can also provide insights into future career paths, speak from personal experience, and make candidates aware of company case studies.
Making the right hires – Ultimately, having a good understanding of the sector ensures that the right hires are made. Companies need new talent that will complement existing teams in terms of diversity, skillset and personality. A knowledgeable recruiter will understand the dynamics within tech teams and know what skills and qualities to look for in a candidate.
How technical do tech recruiters need to be?
Although tech recruiters don’t need to be subject matter experts to engage candidates, being aware of the terminology that tech talent use on a daily basis is hugely beneficial. For example, according to CWJobs’ What Tech Workers Want report, 26% of tech talent want the opportunity to work with leading technology.
Recruiters who have up-to-date knowledge on emerging technologies like Artificial Intelligence (AI), blockchain, and Internet of Things (IoT), are more likely to reassure candidates that they’re applying for the right role.
Similarly, our 2021 Confidence Index reveals that the top hiring challenge for IT decision makers and HR departments is a lack of internal tech knowledge to make the right hires (46%). As such, recruiters with some technical knowledge, and an awareness of tech terminology can gain an edge over competitors.