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Aditi Saha

How To Hire Tech Talent When You Don’t Have A Technical Background

You’ve tried hiring tech talent when you yourself do not have a technical background and it has been a total nightmare. 

If you’re an entrepreneur

Seek help from your co-founder or Chief Technical Officer(CTO). In this day and age, it’s not uncommon for companies to have a CTO. They’re often responsible for making sure that everything from technology decisions to project management is handled with care, and sometimes they even look into more than just these two things.

Technical co-founders or CTOs can be invaluable in helping your company succeed because they understand the technology inside out which means less time wasted on research missions while recruiting tech talent!

If you’re a recruiter or hiring manager

If you’re from the hiring team, the best thing to do while hiring tech talent is to ensure that individuals who are specialists in that field are involved in the hiring process.

If you want someone who can do a specific programming language, involve the experts in that field and ask them about their knowledge on job descriptions for different languages.

Let them know what position they’ll be applying for

Talk about the position – Give a link to the applicants for them to learn more about it. This gives them insight into what they can expect if hired and also helps you stay updated on their applications.

Be sure of what type of skills you need exactly

We all have different needs when it comes to hiring tech talent. What do you really need from them? For example, if your team needs an innovator with less experience in programming languages but who is motivated by solving technical problems and building products, then you should look for candidates that meet these criteria over somebody more specialized towards one particular skill set (even though this may be what they’re most qualified in).

Have a standardized list of questions ready

Standardized hiring processes are great for reducing bias and putting together not just a skilled, but also a diverse and inclusive team. While there is a wide range of DevOps interview questions out on the web, your questions should be tailored to specific skills needed for this job. If you need fast-paced developers who can work quickly and efficiently in an agile environment then it won’t help greatly if we come up with long lists containing very math-based queries – after all, they would only test what already exists within their abilities.

A better idea would involve researching such jobs and talking to CTOs or team leads before crafting your own list of questions. It may require hiring managers to conduct some manual research of their own for questions that feel more suited to your company’s needs.

Avoid yes or no questions

To get a sense of how experienced the candidate is, avoid leading questions. Instead, ask open-ended queries that will lead them into giving more detailed answers that will help you analyze their skills and problem-solving acumen.

Conduct virtual coding assessments

While hiring tech talent, non-technical hiring managers are often faced with the challenge of determining whether or not candidates have what it takes to work in their profession. Resumes might not always paint the complete picture, and asking questions solely on the basis of resumes could cost your company precious time and resources.

Instead, conduct online coding tests via a reliable pre-employment testing software that can assess candidates accurately. Tech hiring platforms have a whole bunch of features that make it easy even for somebody with a non-technical background to pick out the top candidates. From a library of tech questions to automated leaderboards that highlight top talent, these platforms have all the tools you need to come to a hiring decision.

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