Work efficiency and attractive positioning of oneself on the labour market require employers to use modern methods in working with future employees - this is the active use of social networks, the introduction of digital technologies, the use of predictive analytics methods and the robotization of business processes. Keeping up with the indicators of the competitive personnel struggle, specialists in the field of recruiting aim not only to master all the above-mentioned effective search tools but also to develop technical and project literacy.

Foreign and domestic recruiting practice shows that highly qualified recruiters who possess a certain set of competencies have a significant impact on labour productivity and profitability of the company (business as such).

Speaking Developish is a term that has been introduced quite recently, but has already managed to bring a lot of problems to the recruiting community.

First of all, this is a significant characteristic, the key ability to conduct a dialogue in the language of the interlocutor, using a certain tech-savvy. In general, the term "technical" is the determinant of the tool. For example, knowledge of the IT ecosystem and software product development technologies form a degree of technical sophistication which demonstrates the qualification level of a recruiter. This property is a background upon which linguistic and instrumental diversity is superimposed (adding knowledge of new platforms and programming languages with accompanying technologies, as well as different development tools and practices).

Developish is not only about the ability to browse and check profiles for relevance to technical requirements. Technology is an important, but not the only variable in the work of a tech specialist. For example, a project has more than a dozen characteristics that are an important addition to the general picture of the vacancy (scale of the project, the qualitative and quantitative composition of the team, the pace of development, typical tasks, approaches to design, etc.). If the recruiter operates with all these variables and, most importantly, during the interview, understands what a potential candidate may have for each of them in the current position (the specifics of his project), then long lists become more relevant, and the communication strategy is consciously built.

In addition, the recruiter must present the mechanism of the company's functioning, the standard scheme of management and the construction of business processes, otherwise, the described properties, or rather their absence, will repel potential acquirers.

There is an opinion that Speaking Developish is even reminiscent of IT seniority, which we are all so used to. The top level, namely the advanced level of technical literacy for recruiters, includes the ability to code. At this step, the recruiter and the developer become friends who can discuss design concepts and pump their "technical power" over a cup of coffee. This is the glorious multilevel and strategic recruitment that most specialists want to get closer to. The conclusion of necessity is yes.

If we consider the lack of an indicator, then sooner or later, appears a concept called "one-time recruiting", when the definitions of "strong professional relations" and "IT recruiter" turn out to be incompatible (another pain of a business).

To state the need for technical training, for the study of concepts and software structures to obtain systematic and advanced technological insight into the process of developing software products. Knowledge of IT vocabulary and understanding of specific concepts and terms is a must-have for technical recruiters.