Hiring talent for tech companies, especially technical professionals with the right qualifications, is more than just browsing through a handful of LinkedIn profiles. Those who want their businesses, brands, and companies to truly succeed must begin with the people who will work with them. They need more than just fancy recruitment tips.
Talent is present, but experienced and skilled professionals can become a rarity in some markets. Some people are of the view that hiring tech talent is a piece of cake, just by browsing through LinkedIn, enlisting the aid of staffing agencies, or job portals where profiles of employees are present at every nook and corner.
But companies aren’t merely hiring someone who only knows coding. They are hiring people who can help grow the SaaS division of companies, someone with good social skills and technological skills to lead teams, and the like. Let us now delve deeper into the topic.
Are companies’ founders tech or non-tech people?
Before listing various tips on recruiting tech talent, it is wise to first categorize tech company executives/owners as budding entrepreneurs. They can have either a technological or a non-technological background. But do company owners and their HR divisions need to be tech-savvy to hire technology professionals for their respective companies?
Tech company founders know the ropes around technology. They are quite knowledgeable when it comes to HR tech things like programming languages, skill levels, plus technical skill levels of candidates. Founders with a non-technological background can struggle in this area and will thus require help in recruitment. Hence, tech companies have both tech and non-tech background founders.
Let us consider the example of a well-known mobile app development company that was established in Dubai a decade ago. The company has two successful founders who have both a tech and non-tech background as founding members.
One of the founders has established four tech companies and sold three of them, thus raising millions of Dirhams to make his latest firm. The second founder is also a successful businessman, but he owns another company that specializes in accounting. He has also spoken at many entrepreneurial workshops.
One of the founders is fluent in writing code, while the other is fluent in maintaining finances, business relations, and corporate relations, too.
The first one is hence the CEO while the second one is the CFO. They have learned filling skills from each other. When one handled the technological side, the other managed the business side. The company grows even today.
It does not actually matter whether or not the founders of tech companies have a tech background. When they require hiring tech talent, they can always use the help of their human resources department.
Tips on hiring new talent
A lot of entrepreneurs have asked seasoned professionals questions about recruitment for tech companies, and about recruitment for both technical and non-technical company founders/owners alike. Whether it’s building a development team or strengthening areas like email marketing for small businesses in Dubai, it is now time to explore tips for hiring skilled talent.”
Defining the business objective
Before taking any action, look for the motivation behind it. What is the main objective of such an action, as it can point to the right employee? Hiring a software developer to build the program is an old adage. Hiring tech talent today requires an understanding of a multitude of factors, especially the programming language, platform, location, and timeline.
If the objective isn’t specified, then companies can end up hiring a tech expert they may not require. PHP differs from Android app development. So hence.
Founders with a non-technical background shouldn’t hesitate to ask for help, especially in recruiting tech talent
No one should feel any hesitation in asking for help. Not everyone can indeed do everything by themselves. The same goes for all businesses, too. Whether company makers have a tech or non-tech background, they will always need to ask consultants and experts in the industry. Asking friends and family for advice isn’t bad either.
Discussing the requirements of a potential applicant and deciding the number of people needed is wise. In case of an already existing technical team, they should be part of the process too. Involving the team can help top executives narrow down the job’s specifications and even use proper technical terms.
Afterwards, communicating the qualifications to the HR team helps determine whether the ad is to be posted plus its content.
No referral should be discarded
Referrals are a cost-effective way of spreading the word about the job posted recently. Associates in the industry can be asked for probable applicants and candidates alike. As tech company owners belong to the same industry and circle, they can help them find the right employee for the right position.
A referral software can work in this regard, especially if the company has an existing number of employees.
Specificity counts when hiring tech talent
Specificity is necessary. At times, companies fail to specify the qualifications for the job, that results in a myriad of messages and emails flooding inboxes. Finding tech employees through this mess is hard. Most of the employees sending emails and messages do not even have a technology background.
But companies can attract the right talent with ads that include job descriptions appealing to them in the right way. Here are some tips on how to do it right:
- Posting the correct job title: The correct job title should be posted. It is essential as it prevents misunderstandings. Content writers are different from technical writers. The latter have knowledge of technical documentation and the industry. Some content writers do write about tech, though, but that needs to be examined, too. The content writer to be hired should be fluent in technical writing, and that should be mentioned specifically.
- What is expected and required: Companies need to be direct (but not confrontational). They must convey in clear and simple words what they need and what they expect from job applicants. Using vague language ruins things. Stating their expected tasks and the knowledge required to attain them is compulsory.
- Links to the job post should be provided: The tech industry, unfortunately, does not have fixed rules or terms for many things. At times, things differ due to the environment or the tech community. Providing a link that describes the job helps remove misunderstandings.
When hiring tech talent, do not forget to test them
Do not hesitate to test candidates. When it comes to technical tests, no need to settle for a simple Q&A kind of testing. A detailed series of tests can be conducted to help determine the candidate’s potential and skills.
A technical test can be held where applicants must answer some questions. Then they can give the situational awareness test. In the latter, they must solve problems with practical solutions that companies have faced.
Then, in the end, the interview should be taken. It also determines how good the candidate is and if they are the one the company is looking for. It should be understood that the work culture affects the company’s development.
Over to You
A lot of potential candidates can be found on LinkedIn, QA Forums, code contributions, recruitment portals, and the like. Going through each profile requires time in recruitment. This is why partnering with job portal firms and other companies can provide tech companies with a lot of talent in no time.
Guest writer
