9 Tips on How to hire Tech Talent when you are not a Techie
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The document provides a comprehensive guide for non-technical individuals on hiring tech talent, emphasizing the importance of understanding business objectives and specific job requirements. It suggests consulting knowledgeable tech experts, using effective job descriptions, leveraging social and niche platforms for recruitment, and testing candidates' skills through reliable assessment tools. Additionally, it highlights the significance of a proper interviewing process and post-hiring support to ensure effective integration of new hires.
9 Tips on How to hire Tech Talent when you are not a Techie
- 1. When you are not a Techie 9 Tips How to hire Tech Talent
- 2. • Ever find yourself with a ton of ideas that you don't know what to do with? You can picture what you want to do in your head, but you don't have the technical skills to actually execute on them. • Looking for the tech talent, without being a tech expert yourself can be difficult, but there are a few ways which can help you find the best person for the job without learning how to code yourself. • So how should non-tech people go about hiring tech talent? • Here are all the main steps anyone without a technical background can follow to find a great developer to work with. Hiring Developer for Non-Techies
- 3. Identify Tech Business Objectives Understand the job and business requirements well. TIP 1.
- 4. • As a recruiter or an HR or an entrepreneur, first of all, understand the job and business requirements well. • Consult a knowledgeable and experienced tech expert who can listen to your goals and recommend the right technical language, platform, etc for your business. • Once you have decided the technology and platform now learn and understand the job role you are hiring for. • For example, saying that you need IT Specialist isn’t really meaningful because it doesn’t represent what you really need. What you might need instead is a backend software developer or an expert in building product software. Identify Tech Business Objectives
- 5. Ask for help Consult techies here. TIP 2.
- 6. • Once you have established the tech business objectives, now it’s the time to clearly list the skills required • It is important to be extremely clear about the skills you seek and the responsibilities the new hires will have. Consult techies. What should Entrepreneurs do? If you are an entrepreneur hiring techies for your startup, • Consult with a trusted friend in the industry • Consider having a technical co-founder or hire a CTO (Chief Technology Officer). • Consider working with collaborators by joining a local co-working space or business incubator, where you can network and leverage tech resources to help you get a better understanding of the industry. Ask for Help
- 7. What should HRs and Recruiters do? If you are a recruiter or an HR, • The best thing is to make sure that the people who are expert in that field are involved. • Bring more technical resources into recruiting. Put your developer team in a room together and talk about how to hire people like them. • Ask the team members if they are aware of any skilled expertise for a particular programming language. They can help you with the correct terminologies for the job descriptions and what skills to test. Ask for Help contd..
- 8. Attract Right Tech Talent It’s time to take the word out. TIP 3.
- 9. • Once you are clear with the right technical details such as Technology, Platform, Languages and other skills that are required for the job. Now, it’s time to take the word out. • While designing your Job Ads and Job Description to attract the techies, do remember that techies not only looking for a fat pay scale but also other effective attraction magnets like – Opportunity to work on challenges Work on latest technologies Better Work life balance Company Culture • Write good job description. • A good job description not only attracts candidates but the right candidates. Be sure to include these in your job description. Attract the right Tech Talent
- 10. • Be sure to include these in your job description. 1. Proper Job Title – Use the proper job title that will convey best what the employee will be doing. 2. List only what is required and expected – Write what you are looking for? Avoid unimportant information such as detail about who reports to whom or unimportant administrative policies. 3. Talk about the particular position – Provide a link for the applicants to learn more about the job role. This gives the candidates insight into what they should expect if they were to work there. 4. Tell your story – Facebook has a video on its career page to convey their culture and what’s it like to work at Facebook? This is a compelling way to speak your company’s goals, vision, and culture. This will help attract candidates with shared interests. 5. Perks and Benefits – Mention benefits and perks your companies offer. Consider exactly what developers want from a company, and provide it. Attract the right Tech Talent contd..
- 11. Reach Out Leverage the platforms. TIP 4.
- 12. Now for searching the top tech talent leverage the platforms that tech talent uses every day. 1. Referrals Ask a Friend • Start by asking referrals to the people you know your family, friends or relatives or ask someone you have done business with. Ask for ‘Refer a Friend’ • Hubspot offers $10,000 to anyone who refers an ‘awesome’ developer that they go on to hire. • All those organizations and startups that are looking for an extraordinary developer create a ‘Refer a friend’ page on your website. Ask non-employees to refer a developer who would you go on to hire and reward them in return. (For startups they can either pay to one who recommends a friend or just offer them a one day treat in a five-star hotel.) Reach Out
- 13. 2. Attend Meetups and Hackathons Forget Job fairs and try looking great talent at other events that aren’t traditionally recruiting-related. Meetups/Group Events • Search forums such as Meetup for group events that are likely to be attended by people qualified for your open position. For example, if you need a Developer in New York City, you could attend a Software developer-focused meetup in the area and look for potential candidates. Hackathons • A hackathon is an event where computer programmers and software developers collaborate to create new software. • Companies are increasingly using hackathons as a recruitment tool to evaluate coding skills in real time by giving developers “think on your feet” scenarios. Reach Out contd..
- 14. 3. Use niche Job Boards • There has been a paradigm shift in the way companies recruit thanks to the value, efficacy, and ease-of- use of today’s career sites. • Online job sites have revolutionized the recruitment landscape for both employers and job seekers and largely increased the efficiency with which hiring decisions can take place. • Use good job sites to search your perfect candidate. 4. Social Media Platforms • LinkedIn - Look for the candidates on LinkedIn as nowadays it is the platforms where candidates are actively searching for the jobs. • Technical Blogs/ QA Forums - Many programmers have their own personal blogs or might be mentioned on the blogs of other programmers. They also help people with their questions on Q/A forums. This can be a great source for potential candidates. Reach Out contd..
- 15. • Open Source Code Contributions - Sites like Stack Overflow, GitHub offer an online repository for code where programmers can contribute to open source projects. You can look at samples of a candidate’s code before contacting them. • Personalized Emails - Most of the times, the best talent isn’t actively looking for a job. These types of candidates are called passive candidates. Personalized emails are a great strategy for attracting passive candidates. Personalized outreach beats mass mailing. Reach Out contd..
- 16. Test the Candidates Test the candidates skill and evaluate their expertise. TIP 5.
- 17. • Resumes don’t speak the reality. • The only way to see if a candidate is going to work well is to test their skills and evaluate their expertise. • Choose valid & reliable online testing software with ready skill tests to assess and evaluate your candidates. It is a fast and easy alternative and will save a lot of your time, efforts, and costs. • Online skills testing help companies by identifying the candidates most likely to perform well on the job. • When it comes to online skill testing, no doubt Interview Mocha is the most trusted and used software by companies of all sizes. • With Interview Mocha’s skills assessment, you can easily and effectively assess the candidate’s practical and coding skills. Test the Candidates
- 18. Some benefits of using Interview Mocha – • 1000+ ready to use latest and updated skills test with for all latest technologies. • Custom tests – if we don’t have a skill test which you need, just ask us we will create for you. • Save billable hours – save billable hours of your tech team wasted in irrelevant activities. • Interview Mocha’s assessments have helped companies to eliminate 80 percent of unqualified candidates. • Coding and other simulators to test hands on experience. • Most companies have found that their face to face interview conversion ratio has increased by a huge 70% as the hiring team now only interviews relevant candidates. • Candidate evaluation process with Interview Mocha has become objective and they are now able to select right candidates. Interview Mocha strives towards helping hiring managers to quickly conduct the pre-hire screening and assessment to test candidates. Test the Candidates contd..
- 19. Determine the Pay and Training period Decide over the pay and training. TIP 6.
- 20. • Get an idea of the pay. • Look at what similar companies are paying to the candidates at different levels for the job roles, research for similar tech jobs in your area through resources such as Payscale.com or Salary.com. • If yours is a startup, consider using equity to attract talent. • Also, decide over the training period of the candidate and inform them before taking them on-board. Determine the Pay & Training period
- 21. Look at the Big Picture Broaden your research. TIP 7.
- 22. • Now before interviewing the selected candidates look for their portfolios, online presence, and repos. • Start by browsing their social media profiles, their portfolios, websites, and their contribution on sites like GitHub, Stack Overflow, Quora, etc. • Look for the following things – 1. How they showcase their work? 2. Whether they contribute to the community? 3. Whether they write blogs or answers about relevant topics? • Broaden your research and look for their participation in the groups they belong. • And, if you find anything that doesn’t feel right to you, just move on and keep looking for someone else. Look at the Big Picture
- 23. Interviewing Candidates Broaden your research. TIP 8.
- 24. • When interviewing you need to bring a right mix of right people in the hiring team. A right hiring team is crucial to reap benefits of your hiring efforts. • If you are an entrepreneur you will need someone with the tech knowledge to rate the results. So consult your network for advice and call them in the interview panel. • If you are an HR or Recruiter and you are hiring for the technical team, make sure you include technology officer or a Senior Architect. He will make sure the next hire in the development team is strong and will help you making the process a lot easier. • See to it that your panel members (who are well versed with technology) apart from asking technology based questions they focus on three things – 1. What the candidate has accomplished? 2. Understanding of Technology 3. Understanding of Business Interviewing Candidates
- 25. • Now since you’re unable to assess their code, you should focus on what’s important to you and start the casual conversation for finding out the other necessary things. • During a casual conservation, try to emphasize on below things, just to make sure the candidate is really a smart one and just not seems to be one. First, ask them what they’ve been doing and probe them about it. Second, are they curious? Third, do they learn? Fourth, what they have mastered? Lastly, see whether the candidate is good cultural fit, team player, check whether he sticks around the duration allotted for the projects. • Offer Internships – After the interview if you feel that the X candidate is a potential one, and you want to assess his skills more then a good way to evaluate is to offer them internship. This will give you the real picture of candidates’ skills (this can be specifically offered to entry level candidates). Interviewing Candidates contd..
- 26. Post Onboarding Broaden your research. TIP 9.
- 27. • Hiring for a job you’ve never done before is really hard. So is managing that person after they’re hired. • Call in your network or friend who had helped you in the hiring process and ask them to evaluate the candidate. But make sure you observe how he evaluates the candidates so that next time you can. • A good way is to provide new hires with a mentor or peer buddy, this can have a positive impact on both productivity and retention. Post Onboarding
- 28. •Interview Mocha is a leading provider of online assessment software for pre- employment skill testing. •Interview Mocha offers a pre-employment testing solution to recruit quality candidates and reduce administrative hassles in recruitment. •Reduce time, efforts & hassle in your Pre-Employment Skills Assessment. Interview Mocha pre-employment testing software offers everything you need to recruit better and faster About Interview Mocha
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