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Technical Hiring Tips for Top Talent

Most recruiters find it difficult to find technical talent as the competition is in great demand. Technical hiring is already hard, but it provides an even more significant margin when you factor in the market for that talent.

What is Technical Hiring?

The technical hiring process is position and skill-specific. Technical jobs and skills focus on the IT and engineering fields. These technical jobs may fall in engineers, software developers, and data scientists.
The recruiters for technical talent need to interview, perform assessments, and shadow during the hiring manager interview process.
Knowing the industry is also vital for the recruiter as this will broaden the knowledge for requirements and active candidates.

Know the Hiring Manager’s Needs

The first step in this process is knowing what the hiring manager is looking for in a candidate; having this knowledge will ensure that time waste is minimal. The hiring manager will also be beneficial in communicating job-skills and requirements to create keywords and phrases.

Create Candidate Personas

Analyzing the industry and the type of individual that fills this type of role is beneficial to identify. Math skills are predominately a male trait, while reading is a predominantly female trait.

This Candidate Persona will give the recruiter an idea of the gender, age, and employment length.

Understanding the Skills and Competency

Early communication with the hiring manager and the candidate persona will understand the desirable skills and requirements. Technical skills are essential, but soft skills need to be a part of that as well. Soft skills will ensure a proper fit for the industry-specific position that the hiring manager is looking to fill.

Hire Proactively

The top technical talent most likely already is employed, so competition for this individual will be challenging. A standard job posting will not acquire this talent, but searching for them and communicating the industry’s benefits through the recruiter is a better approach.

Tools such as LinkedIn can be beneficial for the recruiter as this will contain contact information and skill information.

Know What to Include in the Job Description

Technical talent will want to know specific information for their job role and the skillset and requirements. Working with the hiring manager to understand the complete role will allow communicating the position’s detail and the team overview.

Know-How to Assess Their Skills

Assessing the candidate gives the talent the ability to show what they are capable of doing. Do not overload them with multiple assessments but do the leg work to ensure you know who you are recruiting. Too many tasks or assessments have the potential to make the talent walk away.

Use Recruiting Tools to Make Decisions

Recruiting tools such as 24Stack’s will allow a scan of a resume and pull keywords and skills, making the hiring process more data-driven. The recruiter can also use video interviewing platforms to assess communication and body language.