Hiring process for the right candidates is the stepping-stone toward success for any organization. In the tech industry, recruiters must carefully assess the candidates’ work experience, tech stack, side projects (if any), etc.
But there’s a catch. Recruiters may not always be very well-versed in the nitty-gritty of coding. At that point, hiring a tech candidate might appear daunting, but it can get easier if one knows exactly what to look out for a while carrying out the screening process.
Non-Educational Attributes To Look For In A Tech Candidate
In addition to the primary attributes such as a decent educational background and a convincing resume, we have listed 10 qualities that every tech recruiter must look for in candidates.
1. Work Experience
This is a rather obvious attribute for mid-level and senior-level positions. While a candidate’s previous job role(s) gives recruiters a fair idea about their soft skills, it’s also important not to filter out people with no industry-level work experience. Instead, you could focus on their practical skills and whether they have kept themselves busy without a job.
Suppose a candidate has a project portfolio and is technically skilled without having any job experience. In that case, it shows that they are resourceful, dedicated, and want to keep growing, even if on their own.
2. Tech Stack Match
A technical stack is a list of specialized services used to build and run an application. Different companies use different tech stacks and generally look for candidates who have been working on the same technologies so that they can adapt quickly. As a recruiter, you must ask the candidate about the tech stack they have been working on and then take a call on whether the candidate is the correct fit for the company or not.
3. Weaknesses and Scope for Professional Growth
One of the most common questions asked during recruitment is ‘tell me your weaknesses.’ Its purpose, however, is not fully understood. When you ask a candidate about their weakness, you get a chance to identify the areas that have a scope for professional growth. Sometimes, a candidate might also tell you about how they overcame their weaknesses, which shows their efforts to ensure that their work is not hampered under any circumstance.
4. Social Media Presence and Communication Skills
You might be a little surprised to see social media presence listed as an attribute, but it is crucial. The social media presence of a candidate gives you a chance to assess the communication skills and personality of the person. Of course, you cannot judge a person entirely based on their social media profile, but it does give you an idea about their personality and whether they will be a good fit for the company or not.
As per a TOI report, a survey in December 2017 found that 57 percent of recruiters are not willing to hire someone who is not active on social media. The same report quotes Asavari Sharma, communications expert Empass.mobi, “Candidate quality has improved, and it also takes companies less time to hire (through social media).”
Furthermore, you must also look for the candidate’s ability to explain technical terms to a non-technical person. This is because a candidate might be required to communicate with people who don’t understand the technical jargon. Finally, the candidate must also be assessed on their ability to explain their thought process and the solutions to complex problems that may or may not arise during their employment.
5. If they have a developer website
Front-end developer candidates with a developer website to showcase their craft have an advantage over those who don’t. While going through a candidate’s developer website, examine how it looks on different devices (phones, tablets, and desktops). Also, pay attention to the website’s functionality and the projects displayed by the candidate. If the website is impressive in terms of design, responsive, user-friendly, and easy to navigate, brownie points to that developer!
6. Personal Development
Look out for candidates who put in the time and effort required to hone their skills by attending conferences, participating in coaching programs and hackathons, mentoring at coaching programs, etc.
Attending various events and participating is an excellent indicator of the candidate’s dedication to their craft. You can either ask them if they have participated in any conferences directly or lookout for references in their answers.
7. Ability to work in cross-functional teams
Candidates who can work individually and in a team are a great asset to any organization. If a candidate has specifically listed this quality in their resume, ask them to elaborate on this point and describe an incident where they worked successfully with cross-functional teams.
For instance, a coder must expect to work with the marketing communications department, stakeholders, designers, etc. The people in these teams might not be well-versed in the technical aspects, and it is up to the coder to explain certain things in a layman’s language.
8. An understanding of design
This is typically for front-end developers as they must use their knowledge and put it to use in designing the perfect website. Therefore, recruiters must look for people who also have the skills required to design in addition to technical knowledge. If a front-end developer doesn’t have experience in design, they must work with a designer and develop a concept into code.
9. The GitHub Profile
The social coding site, GitHub, is the place for developers to host and share their codes. Generally, all programmers, developers and engineers use the site to share their work. Every GitHub profile shows the year the user joined the site. In addition, the GitHub profile of a candidate can show you the codes that the candidate has been working on.
10. Contributions or projects they’re working on
Always be sure to ask your candidates if there are any side projects. They are currently working on or if they have any open contributions that they would like to mention. You can judge a candidate’s interest and passion for the field through these projects. They also show that a person is confident, enthusiastic, and an enterprising person.
Every organization needs people striving to find a solution rather than dwelling on the problem. When individuals have impressive contributions and projects, it is safe to assume that they are pretty dedicated to their work, increasing their credibility.
We hope these ideas have helped you in understanding what to look for while recruiting tech professionals and how to grow an empowered tech workforce. For more such articles, visit our website by clicking here. Feel free to reach out to us in case of any queries.
