When Talent Acquisition Doesn't Speak Tech: The Hidden Struggle (And How to Fix It)

So, here's the real kicker: Imagine you're in talent acquisition, tasked with hiring the best tech talent for a company. Problem? You’ve never written a line of code in your life. In fact, you still think "cloud computing" might involve weather patterns, and the last time you heard about Python, it was the name of a snake, not a programming language. You know how to write a stellar job description, but when it comes to recruiting for tech roles like software engineers, data scientists, or system architects? Well, it gets a little... complicated.

And here’s the reality: this situation is all too common, especially in tech companies where the hiring process has shifted away from engineers running the show to HR taking the lead. With this shift, HR and talent acquisition have become the gatekeepers of tech talent, but sometimes the problem is that they don’t fully get the tech. So how do we solve this? It’s not about giving up and saying, "Hey, we’ll just hire someone who knows more about tech to write the job descriptions!" No, no, no. That’s where retraining comes in.

The "Revolution" of Talent Acquisition Tech Training: Yes, You Heard That Right

And here comes the revolution! No, really, the revolution... because apparently, I’ve been saying that word for years with a certain snarky tone—one reserved for all those over-the-top job descriptions with ‘disruptive change makers’ and ‘culture carriers.’ You know what I’m talking about. Now, I’m eating my words. The revolution is happening, but it’s not what you think. It’s not some mystical, world-changing event—it’s simply retraining talent acquisition teams. The shoe is on the other foot now. I’m actually on board with the whole "revolution" thing.

Here’s the truth: if talent acquisition wants to stay relevant in today’s tech-driven hiring landscape, they have to know tech. And I mean more than just looking up "Agile" on Wikipedia five minutes before a hiring meeting. Talent acquisition pros need a basic understanding of what makes a good developer, a great product manager, or a brilliant systems architect tick. Now, I’m not asking you to go and get a Ph.D. in computer science, but a bit of tech knowledge would go a long way. Think of it as learning to talk the talk—you don’t need to code, but knowing the difference between front-end and back-end developers? Yeah, that’s going to be useful.

Breaking Down the Complex Tech Lingo: No Need for a Ph.D.

It’s not as scary as it sounds. This isn’t about turning into the next Mark Zuckerberg (although, who knows, maybe that’s the goal for some). It’s about arming yourself with just enough tech knowledge to make job descriptions meaningful. And the best part? You don’t have to do it alone. There are plenty of resources for those of us who didn’t major in coding but want to know what "DevOps" really means. 

Tech immersion sessions are a great start. Invite your engineers to tell you what they actually do in their day-to-day lives—because, spoiler alert, it’s more than just making sure your Wi-Fi works. A Q&A with a senior engineer could help you wrap your head around the lingo. Building a tech glossary? Absolutely essential. When "full-stack" no longer feels like a curse word, you'll realize how much easier tech hiring will be.

And, yes, let’s not forget those Collaborative Workshops, where you sit down with the tech team to draft job descriptions. This isn’t just about learning what makes a “rockstar” engineer; it’s about getting a glimpse into the mind of someone who actually writes code for a living. 

From Jargon to Understanding: Becoming the Bridge Between HR and Tech domains

This isn’t just about having a nice chat with a developer and hoping that everything falls into place. It’s about becoming a translator between worlds. Talent acquisition isn’t just about finding the “perfect” candidate; it’s about understanding the role enough to know what really makes someone fit. The process is collaborative, and when talent acquisition is trained, they’re able to work alongside engineers to attract candidates who not only have the right skills but also get the tech side of the business.

This doesn’t just solve hiring problems—it strengthens the bond between HR and tech. In fact, both sides learn from each other. HR helps talent acquisition understand the company culture, while talent acquisition helps HR understand what it takes to work in the ever-evolving tech world. Teamwork makes the dream work, right? It's all about building empathy and using that newfound knowledge to hire the best.

The Bottom Line: Training Equals a Better Hiring Process (And a Better Company)

In the end, this is all about making sure you’re hiring the best for your team, not just the best you can find. And the truth is, if your talent acquisition team isn’t speaking tech, the whole hiring process is a bit of a guessing game. So yes, this revolution needs to happen, but it’s not the one that has been thrown around in all those job descriptions with their ‘transforming,’ ‘revolutionizing,’ and ‘pioneering’ language. The real change—the real pioneering—needs to happen within talent acquisition itself. It's not just about understanding the tech, it's about addressing the attitudes and assumptions that have crept into job descriptions and hiring practices. When talent acquisition teams truly understand the roles they’re hiring for and the culture they’re building, hiring becomes smarter and way more effective.

And hey, if you need someone to help guide that revolution, well... you know where to find me. 😉