The IT sector is booming and it is increasingly difficult to find qualified specialists. On the other hand many candidates find the IT sector attractive but very complicated to understand. Companies often resort to expensive recruiting agencies, although they could handle this task in-house. All it takes is to train recruiters and HR professionals in modern search methods, digital technologies, and technical proficiency.
Our course aims to make the talent search and recruitment process more efficient by automating and digitizing tasks, as well as integrating innovative capabilities. This is accomplished through a systematic step-by-step approach, with a focus on candidate experience and data analytics.
“Speaking the same language” with the IT team takes HRs and recruiters to a new, advanced level, helps to address, evaluate and hire the best talents much faster. During our course, we help our participants to understand how things work in IT companies, what roles and competencies there are, how teams and processes are built.
We will make the complicated terminology clear in an easy, practical way. We will use images and jokes and lots of practical assignments to make it stick.
As a result, each student will significantly enhance their recruiting skills foundation, acquiring digital skills and technical competence. This will help them hire IT professionals efficiently and contribute to the company's successful growth.
The curriculum is developed based on: Level 5 Recruitment Specialist Competencies: B.2.5, B.2.7, B.2.12 and B.2.13
Curriculum Groups:
688 Information and Communication Technology Interdisciplinary Curriculum Group.
0611 Computer Use Curriculum Group (Computer and Internet Usage).
0413 Management and Administration Curriculum Group.
Date of approval of the curriculum: 20.11.2023.
The training spans 10 weeks with a break between two parts:
Objective:
At the end of the training, the student will determine how software products are created and differentiate nuances in IT roles. They will confidently use IT terminology and proficiently conduct an effective recruitment process by using modern sourcing methods, digital solutions, recruitment software, and artificial intelligence. The student will apply a systematic approach by focusing on the candidate experience, data collection, and analysis. They will also digitize the hiring process, evaluate their impact on recruitment outcomes, and explore ways to enhance productivity.
Learning Outcomes:
MODERN RECRUITMENT (FIRST PART)
A graduate of the training:
TECHNICAL COMPETENCE (SECOND PART)
A graduate of the training:
Program:
18 modules unlock consecutively on Mondays and Thursdays at 9:00.
Recorded videos can be watched at your convenience.
Live meetings and practices take place on Zoom according to the schedule and are mandatory to attend.
By studying at the right time and answering at least 70% of the test questions correctly, you can earn PRO-level video lessons as a bonus.
Price: 2500 euro (incl 22% VAT).
Teachers: https://ittalent.ee/en/services/our-trainings/teachers
Julia Jolkin:
Master's degree in Communications (Tallinn University, 2004)
10 years of experience in HR and 7 years in IT recruitment. Nowadays still actively recruiting IT professionals and managing a team of IT recruiters.
For the past 5 years I have been sharing my knowledge at seminars and in-house trainings. Experienced speaker at international recruitment and sourcing conferences.
Ekaterina Krivich:
Lead Software Engineer (Elixir Development) in an Estonian IT Company.
Masters degree in Human Computer Interaction (Tallinn University 2020).
Masters degree in Applied Math (Kuban state university, Russia 2006).
15 years of hands-on coding experience in a variety of languages. I am a lifelong learner and very excited to share my knowledge about nerdy things.
Started as a developer and throughout my career I was a lead developer and Engineering Manager. I had the pleasure of organizing several internal trainings for non-developers, and workshops for dev-juniors aka Django Girls Tallinn.
Target Group:
Conditions for starting the course:
No prior experience in IT or recruitment is required.
A computer is necessary for learning.
The course is conducted in English. Proficiency in English at the B1 level is required to complete the course.
The group will be opened if at least five people have registered.
Volume and Structure:
The total volume of the training (in academic hours) is 100 hours: 59 hours of auditory work with the teacher and mentor and 41 hours of independent study.
The training spans 10 weeks with a break between two parts:
18 modules are released consecutively on Mondays and Thursdays at 9:00 AM.
Two modules per week.
Each module consists of recorded video lessons, a test, and practical work under the guidance of the teacher.
There are weekly real-time online group meetings and practical sessions on Zoom.
Zoom meetings are scheduled at specific times, each session lasts for 3 academic hours and is mandatory to attend.
By studying at the right time and answering at least 70% of the test questions correctly, you can earn PRO-level video lessons as a bonus.
Teaching Methods:
The course structure is practical, with students actively participating and contributing to the learning process by creating, experimenting, and shaping new knowledge and skills. Various adult learning methods are employed based on the objectives.
Auditory work includes:
Independent work includes:
- 81 instructional videos,
- additional materials and articles.
Recorded videos can be viewed, and tests can be taken at a convenient time.
The assessment of independent work and personalized feedback takes place in the Google Classroom environment.
All course sessions take place in the e-learning environment.
Recorded videos and tests are available on the learning platform, and real-time online meetings are conducted via Zoom.
Submission of summaries of practical work and feedback from the teacher occurs in the Google Classroom environment.
The e-learning environment is accessible only to teachers and students involved in the course.
The course organizer prepares all learning materials and shares them on the learning platform and in the Google Classroom environment.
To participate in the training, a personal computer is required. It is advisable to have a personal LinkedIn account.
The maximum number of students in a group is 20 people.
MODERN RECRUITMENT (FIRST PART)
Module 2. Preparing for the search. Intake meeting & talent mapping
Module 3. Boolean Search. Sourcing on LinkedIn
Module 4. Sourcing in Google. Google X-Ray
Module 5. Job posting on social media. Engaging candidates into the recruitment process
Module 6. Сonducting interviews and selecting candidates
Module 7. The final stage of the process. Selecting and hiring the candidates
Module 8. Onboarding. Finishing the recruitment cycle. Reflecting on results
Learning materials:
TECHNICAL COMPETENCE (SECOND PART)
Module 1. Software Development Life Сycle. The first stage of SDLC - planning. How to hire analysts?
You will learn:
Bonus:
HOW TO Lesson. How IT specialists are looking for information.
Module 2. The second stage of SDLC - design and architecture. How to hire designers, architects and product specialists?
You will learn:
Bonus:
PRO Lesson. How to find designers.
Module 3. Teamwork and processes. How do they do it? Top management roles in IT companies
You will learn:
Bonus:
PRO Lesson. How to use an AI assistant in learning technical competence?
Module 4 – The third stage of Software Development Life Cycle — program. How to hire frontend developers?
Topics:
Bonus:
PRO Lesson. All you need to know about GitHub.
Module 5 – Backend. Part I. How to hire backend developers and database specialists?
Topics:
Bonus:
PRO Lesson. How to source candidates on GitHub.
Module 6 – Backend. Part II. The fourth stage of the Software Development Life Cycle - testing. How to hire backend, mobile, embedded developers and QA specialists?
Topics:
Bonus:
PRO Lesson. How to find the contacts of the candidates you found on GitHub.
Module 7 – The fifth stage of Software Development Lifecycle - deployment. How to hire DevOps, SRE Engineers and Infrastructure Engineers?
Topics:
Bonus:
HOW TO Lesson. How to reach out to IT candidates.
Module 8 – The sixth stage of Software Development Lifecycle - maintenance. How to hire maintenance, support and security specialists?
Topics:
Bonus:
PRO LESSON: How to prepare for a search with the help of AI.
Module 9 The final stage Software Development Life Cycle — analyze the results. How to hire for Data roles?
Topics:
Bonus:
PRO Lesson. How to source data candidates on Kaggle.
Module 10 How to stand out as an IT Recruiter?
Topics:
Bonus:
PRO LESSON: How to prepare for an Interview with the help of AI.
Learning materials:
MODERN RECRUITMENT (FIRST PART)
1. Evaluation method: Multiple-choice tests online after each module.
Evaluation criteria:
The test is considered successfully completed if at least 70% of the answers are correct.
The student comprehends questions and responds knowledgeably to topics covered during each module, including:
2. Evaluation method: Real-time practical group work in the Zoom environment with feedback from the teacher.
Evaluation criteria:
3. Evaluation method: In-depth analysis of a selected job position and description provided after each module.
Evaluation criteria:
4. Evaluation method: Compiling a written self-analysis at the end of the course.
Evaluation criteria:
In the formal self-analysis presented, the student:
TECHNICAL COMPETENCE (SECOND PART)
1. Evaluation method: Multiple-choice tests online after each module.
Evaluation criteria:
The test is considered successfully completed if at least 70% of the answers are correct.
The student understands the questions and responds proficiently to the topics covered during each module, which include:
2. Evaluation method: Real-time practical group work in the Zoom environment with feedback from the teacher.
Evaluation criteria:
3. Evaluation method: Comprehensive case analysis involves discussing and analyzing the nuances of the selected company's project in collaboration with a mentor from the chosen company.
A description is provided after each module.
Evaluation criteria:
4. Evaluation method: Compiling a written self-analysis at the end of the course.
Evaluation criteria:
In the provided structured self-analysis:
Graduation conditions:
The achievement of learning outcomes is assessed on a module-by-module basis through the completion of practical work and tests.
The graduation from the course requires participation in at least 70% of the lessons, practical work, and successful completion of passing tests, i.e., at least 70% of the answers are correct.
Issued documents:
Certificate
is issued if the student has attended at least 70% of the lessons, completed 70% of practical assignments, and successfully passed the tests, i.e., at least 70% of the answers are correct.
The proof of participation
is issued to students if the learning outcome was not achieved, but the student participated in the coursework. The proof of participation is issued based on the number of attended lessons but not if the student participated in less than half of the lessons.
Our teachers are recognized practicing professionals with relevant education, extensive experience in their fields, and a background in adult education. Thanks to these qualifications, they provide high-quality education that aligns with students' expectations and ensures the successful attainment of learning outcomes.
Julia Jolkin:
IT recruitment expert, sourcing specialist, mentor, founder of one of the top recruiting agencies in Estonia - IT Talent.
Recruitment experience: 17+ years.
Education: Master's degree in Communication (Tallinn University, 2004).
Recruiter of the Year in Estonia, 2022. The nomination was received for the positive impact on the recruiting market and the training of young recruiters.
One of the first certified sourcers in Estonia (Black Belt in Social Talent in Internet Recruitment, 2016).
Founder of the IT Talent Academy.
Teaching since 2020.
Ekaterina Krivich:
Lead Software Engineer.
A software engineer with 15 years of experience coding in various programming languages.
Education: Master's degree in Human-Computer Interaction (Tallinn University, 2022).
Master's degree in Applied Mathematics (Kuban State University, Russia, 2006).
Organizer of training sessions for non-developers and seminars for dev-juniors, also known as Django Girls Tallinn.
Teaching since 2021.
Julia Jolkin
5060627
[email protected]
IT Talent is a training partner of the
Unemployment Insurance Fund
Julia Jolkin
5060627
[email protected]
IT Talent is a training partner of the
Unemployment Insurance Fund
Training is about the basics and standards of recruitment, it's like ABC for recruiters. It also helps a lot to recruiters with experience to understand the process more and remove a lot of "waste" from day-to-day work. The training has given me interest in sourcing and helped to remove all the unneeded activities from my daily work.
I gathered lots of ideas and sources from the course that I have later successfully used. At times, I feel like worked in the Stone Age before. How many possibilities there are nowadays ... The training is truly very eye-opening.
Before the training, recruitment seemed like a simple process to me. During the course I saw how much work and effort it really requires. Thanks to the tips and tricks from the course, I have found a lot more suitable candidates than before. The training has been very beneficial.
I definitely recommend this training to both recruiters and specialists, whose tasks include HR management. The knowledge shared during the course is very well structured and covers various other HR topics in addition to recruitment activities.
The amount of unnecessary activities in my day-to-day work has decreased. The course has instilled me with the courage to try out new solutions and tools for recruitment. 10/10, highly practical. I would recommend this course to anyone who looks to treat recruitment as something more than publishing ads on job portals.
The course provided me with the opportunity to brush up and advance my recruitment skills. Afterwards, I have taken steps to automate my workflow using several new applications and environments introduced during the course. The training is highly practical, because you can test everything you have learned on your ongoing projects.
