Finding the right IT candidate can be a challenge, even when it’s an employer’s job market.

It becomes more challenging when you don’t have tech savvy staff to help with IT recruiting. Technical hiring is one area of business where “follow one’s nose” just might not be enough.

Top 5 tips to keep in mind while you as a recruiter go for technical hiring:

  1. Always start with a thought: It’s important to understand the solution stack your candidates are expert at working in, and which ones they prefer. Your role is to understand which solution stack is right for your line of business. You can figure this out by asking a few questions, like: “Is talent available in your area to support scaling a team working on this stack?” “Will that talent be available at a reasonable salary?”  “Is this a well-liked solution stack or something that other hires will not want to work with?”  If you aren’t sure where to start, reach out to your technical mentors or online communities for support.
  2. Vetting the resume thoroughly: Candidates can pack their resume with keywords to ensure that their resume passes the inspection of an Applicant Tracking System (ATS) Screening Tool. Here are some ways to test that a technical resume is real or fake:  There is consistency in their resume and across their social channels (like LinkedIn) and their employment at all prior companies can be verified easily online. 
    • The technologies listed serve as supporting points to the story being told in the bullets on the resume (less than 20 technologies are cited) and the resume is a page or (maximum) two in length.
    • The responsibilities noted on the resume are supported by an outline of specific projects, initiatives and business impacts.
    • The resume makes the candidate appear human, noting hobbies and extracurricular interests alongside experience and skills. 
    • There is consistency in their resume and across their social channels (like LinkedIn) and their employment at all prior companies can be verified easily online. 
  3. Do the Homework before you conduct interview: It’s no secret that recruiters manage extremely busy schedules, but preparing for an interview should be the recruiter’s main focus, especially with the expectation that candidates will conduct their own research before coming in.
    • Having a clear understanding of the position, its responsibilities, and where the role fits in the larger team structure.
    • Gathering a set of open-ended interview questions.Also if required ask detailed interview questions about prior positions
    • Reviewing the candidate’s documents and credentials—resume, LinkedIn profile, cover letter, application.
    • Knowing the next steps to advance the candidate to the next stage of the hiring process.
  4. Stop assuming and go for trusted technologies to guide hiring decisions : Before screening a resume, recruiters can go for take-home tests, data challenges, and developer
    • events to eliminate low performing candidates.in order to improve the quality of your hires we can even use new technology techniques and software, like Filtered AI, that will reduce the time-to-fill.
  5. Ask for help: Once you have established the tech business objectives, now it’s the time to clearly list the skills required. Consult techies here. It is important to be extremely clear about the skills you seek and the responsibilities the new hires will have.the best thing is to make sure that the people who are experts in that field are involved.
    • Bringmore 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.

Almost every company is becoming a tech company to some degree, and the pace of digital transformation and tech adoption has placed a burden on development, security, operations, and other tech teams.Hiring is one of the most difficult parts of company building. All these features (and more) power up your hiring and help you make faster and better hiring decisions.