Technical recruitment is one of the biggest challenges for HR professionals. Recruiters as well as hiring managers worldwide are dealing with tech hiring issues. As we are in the early stage of the digital revolution the demand for tech positions is high but due to a shortage of right talent the tech recruitment is a difficult task.
For hiring for a non-technical position, you can opt for the standard ways of recruitment. But being a non-technical recruiter when you hire a technical person for your organization, all your ideal ways of hiring don’t give you the expected outcome.
So, if you are not a tech recruiter but want to become a successful tech recruiter and hire job fit tech talent for your company. You need to know your target well.
As I have mentioned there is a shortage of skilled technology professionals and the available talent already have a job, they are not actively looking for new opportunities.
You will have to go extra miles to attract these candidates.
Here are the 4 simple steps to become successful tech recruiter:
Tip-1 Understand the specific technical skills required:
Start the process by understanding the skills and competencies required for the job role. Whether you are a technical recruiter or non–technical recruiter you must understand the job role.
Try to gain more knowledge about the tools and technologies required to perform the tasks so that you can be in a better position to ask relevant questions to your applicants.
Though you should be aware of all the latest skills and technologies. It’s not your duty to perform the technical tasks in the organization. After all, that’s not your job.
However, you should know the amount of knowledge you pass and how you present it to potential candidates.
Tip-2 Learn from other tech recruiters–
Networking is the key to success if you want to hire the right tech talent. Reach out to experienced people in your field. Make a good connection with them. Learn from their experiences and try to understand the way they approach the tech talent.
To know whether you are on the right track or not, ask them questions about how they have transitioned into technical hiring and what practices they would recommend you become a good technical recruiter.
Tip-3 Understand the tech applicants–
People in the technical field try to consider different positions, being a recruiter if you provide them more data about the position, the company, the hours, the location, the salary it sparks their interest to apply.
While approaching candidates in technical roles, do research and send out highly targeted/personalized messages by digging out more about potential applicants. What is their expertise? What are their achievements? What kind of languages, technology, and tools they know?
These practices will help you to understand the applicants better and you will stand out from the sea of spam in their email boxes.
Tip-4 Use pre-employment testing tools
So far, we have understood the steps of hiring tech talent without a technical background. Still being a non-technical recruiter, you may face many difficulties in assessing the tech competencies of the applicants and cannot avoid the risk of a bad hire.
So, to become a successful technical recruiter you can follow the above-mentioned practices, or you can simply automate your recruitment process with the use of an AI-based recruitment assessment tool.
The use of advanced pre-employment skill testing will help you to evaluate candidates based on their technical skills without you having a technical background. It provides questions as per the job role so that you can assess the specific job skills.
Benefits of Pre-employment tests for a non-technical recruiter
Eliminates Dependencies– A pre-employment testing tool eliminates recruiter’s dependency on hiring managers by enabling recruiters to assess the technical skills of the candidates faster. Recruiters can accurately evaluate the tech skills before the interview using different types of questions and simulators.
Reduce time-to-hire- When a non-technical recruiter is accountable for hiring a technical person. He/she generally spent more time understanding the skill sets required for the job role and then weed out the poor fit candidates using pen and paper tests. The pre-employment skill assessment tool reduces the time to hire up to 50% by identifying the right fit candidate faster and eliminating the time-consuming hiring tasks.
Accurate reports– You do not have to worry about assessing the tech skills of the candidates. Pre-employment testing provides an accurate report of the strengths and weaknesses of the candidates to help you identify your next best hire. The report contains a detailed analysis of the candidate’s abilities that helps you to predict his/her future performance.