What non-tech recruiters need to look for when seeking the right tech talent
Anyone in the HR or recruitment industry will know that it can be a skill within itself to find the right people for the job, so the challenge becomes a little bit more difficult when the recruiter may not be as clued up on the industry that they are recruiting for.
According to a recent article from the Telegraph, the most in-demand jobs right now are within the IT sector as the industry is rapidly moving forward with advancements in technology and more companies are adapting to incorporating modern day technology, such as smartphones and tablets, into their normal work structure. The average salary for an IT professional keeps going up year-by-year showing that not only is the demand for the role there in the recruiters’ eyes, but also in the applicants.
So, just how exactly do Modis reckon non-techies need to do in order to find the right tech talent?
Cast a wise net
Once the objectives for the company and the job role have been properly outlined, you’re able to start your search for the right candidate. If you’re not as ‘in-the-know’ as you may prefer to be, then its fine to ask for help from professionals within the industry.
Any team members already within the company may be aware of any skilled expertise that you can be sure to highlight for in the job application. By doing this, you can help to fish out the perfect applicants for the position. These people will know the exact knowledge needed for the role and what software skills and programming languages will be needed. Not only that but they will know what correct terminology to use for your job descriptions to relate to the right people.
Find any niche job forums that meet the job criteria perfectly to whittle down the search for the right person. Search on LinkedIn for the skills and programming languages you have found out about from the current team members so that you are sure you are reaching out to the right person.
Attending events located near to the location of the job, such as Tech Meetups and Hackathons, are great ways of getting yourself involved within the local community and can also help build connections that can help you understand the job role and industry clearer. These events allow industry members and experts to collaborate on projects so you never know who you might bump into – you may find your perfect candidate sat right next to you.
Look for the right signs
It takes a fair share of time to find the perfect applicant, so take your time and be sure to not rush proceedings even if you are on a tight deadline. If you panic and don’t take the recruitment seriously, then you may find yourself in more problems in the future.
Look at what is already out there – what are other companies paying? Be competitive and have an idea of the perks and company culture you can lure applicants in with. Hobbies and interests specifically listed on social networks like LinkedIn and Twitter can help identify how passionate they are about tech.
Narrowing down your list
When you have your list of candidates, it’s time to find out who meets the criteria. If the role involves working within a team, then you’re going to want people with the perfect mix of verbal and written communication skills. Can the candidate translate tech speak into something that everyone can understand? Can they present ideas clearly?
The tech industry is full of people who have been able to self-teach and build their skills individually so sometimes a portfolio of complete projects can be much more satisfying and revealing of their knowledge and understanding.
Have the candidates perform a small test project that will be similar to what they will be asked to do within the job role. Refer back to the team members and industry insiders that helped you out earlier to be able to properly rate the results. There are also a number of online skill testing services out there that can help evaluate your candidate’s relevant skills.
During the interview, ask your candidates how they feel they have applied their skills within a business objective. By asking them this, you can easily identify whether they have an understanding of the risks and quality assurance of the role before, understanding concerns and requests from clients and the challenges faced.
It’s okay to ask for help
If you have consulted with people within the industry prior then it may be useful to refer back to them for the final decision. Do they believe the final candidates that have been carefully considered for the role are capable of taking the job on? Their advice and expertise can be absolutely valuable to the final decision that is needed to be made.
You could also hire a chief technology officer (CTO) to help you with the decision making. The CTO will not only be able to make sure the department team does their job properly but will also help to make any technical hires much easier in the future.
So, in conclusion, it can be tricky hiring the right people no matter what the skillset might be so it’s essentially important to know what is wanted and finding the right talent to be able to help you out in seeking out those best suited for the role.
The best talent suitable for the role might not necessarily be actively looking for a new job, so it’s crucial that you know how you can identify and approach candidates – and use the right terminology and lingo that they will also understand.
Take a look at the infographic below if you feel like you need a bit of help in recruiting your next tech talent and be sure to find the right candidates that can not only walk the walk, but talk the talk.
The latest infographic from Modis, the IT specialist job recruiting agency, has looked at what non-tech recruiters need to look for when seeking the right tech talent for their job.
Image: Alec Baldwin in Glengarry Glen Ross movie and Infographic How Non-Techies Can Find the Right Tech Talent by Modis, a global provider of IT staffing services.
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