Even in 2021, the demand for technical talent is often higher than the supply. This means that the tech candidates have vast options when picking an organization. Hence, tough competition, and tech recruiting, therefore, become a challenge.
Also, since recruiters are not always tech experts, the process can become more daunting. So, how can you ensure that you hire the right people? Hold on, as you are about to find out.
Tech Recruiting 101: A Simple Guide
So what steps do you need to follow while hiring the next programmer or coder of your company? Read on to boost your chances of finding the right candidate. And you don’t have to be a tech expert for this.
1. Write the correct job description
One of the first things to hire technical experts is to post a carefully constructed job description. The job description must precisely specify all that is expected from the candidate yet must not overcomplicate things to the extent that the candidate loses interest.
Be precise while writing the job description and only give the required information. If you list out too many aspects, the job description will turn out to be too lengthy, and people might skip reading it or read it halfway. A good job description is the one that enables the candidate to assess if they are right for the role.
2. Approach the right candidates
There are many platforms like Linkedin, Indeed, etc., that can help you approach candidates. But appearance can be deceiving. Such online or social media platforms may often produce deceiving results.
To save both time and energy, only approach candidates you think will be the correct choice for the role. Looking for candidates fresh out of college can be a good place to start. Such people are energetic and willing to give their job their best effort. Going through their profile and resumé can help you pick the right ones for an interview.
3. Resumé Screening
Resumé screening is a long, tedious process. It is best to limit the number of resumés that you will go through every day. And in these resumés, look for the factors that make the candidate stand out from the rest. For instance, look at the candidate’s current or previous job role. If it relates to the position you are hiring for, it automatically gives the candidate an edge. You might also want to compare their technical stack with the one being used by your organisation.
A simple approach to resumé screenings is by setting specific benchmarks and choosing resumés on that basis. For instance, if the projects your company undertakes require knowledge of the C++ language, familiarity with C++ could be one of the criteria to look for in candidates.
Checking the educational background of a candidate is also a reliable indicator of their aptitude. However, at times, candidates without a degree from a top-class college or university may also be suited for the role.
4. Ask the right questionsÂ
Once you have sorted the resumés, you can begin interviewing the candidates. You get to know a lot about the candidate from that first telephonic or video interview. This is why asking the right questions is crucial. For instance, if the job role is of associate software developer, your questions should focus on coding languages, past projects, etc.
On the other hand, if you’re looking for a Project Head, you also need to test the candidate on their communication skills and ask them how comfortable they are when talking to people and solving their queries.
5. Familiarity with Technical Departments
Although you need not be a master technical professional while recruiting tech talent, it is always advisable to familiarise yourself with various technical departments in your organization. Typically, the technical department of a company can be divided into two broad categories, software development, and technical support.
People build the core software, run tests, and design the UI in the software development department. Hence, the software development team consists of coders, programmers, UI designers, etc.
But technical support involves less coding work and more of dealing with people. Hence, a technical support executive for a company is there to help people and solve their technical queries. Since a significant part of that job involves dealing with customers, the candidate must have good interpersonal skills.
6. a Basic understanding of technical jargon
Technical jargon is unavoidable in some cases. You need not know all the technical terms to hire tech professionals, but getting familiar with some of them will help you. During an interview, it is crucial to understand what you are talking about, and the candidate should not feel like they are talking to a person with no technical knowledge.
A basic understanding of some technical terms is a must for a smooth, easy conversation. Furthermore, certain job descriptions are incomplete without the technical jargon associated with them. And as a recruiter, incorporating these in the job description is your responsibility.
7. Know the candidate’s expectations
Recruitment is a two-way process, and a candidate’s expectations must also be paid attention to. Try to understand what the candidate wants from the job role and see if you can meet those expectations. Top-notch tech professionals usually have many opportunities, and you must be willing to offer the best to seize the best. Apart from a good salary and perks, a candidate might have certain expectations, such as flexible working hours, the option of working from home, etc. If you can manage this, let the candidate know during the interview to increase your chances of hiring them.
We hope the above points help you hire the correct technical professionals for your organization. For more insights on tech recruitment, check out our blog. You can also reach out to us in case of any queries.
