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Tech Recruitment Process: 8 Key Steps & Best Practices

5 min Read

Published on: Apr 05, 2024, Updated on: Apr 05, 2024

Tech Recruitment Process: 8 Key Steps & Best Practices

Table of Contents

Published on: May 19, 2024
Updated on: June 25, 2024

5 min Read

In the dynamic realm of technology, where innovation is constant and skillsets evolve rapidly, the tech hiring process plays an important role in recruiting the top talent in the field that will lay tracks for organizational success. In this blog, we’ll discuss stages of the Tech Hiring Process and explore strategies that streamline the tech recruitment process to gain the best of the best hires.

What is Technical Talent?

What is Technical Talent?

Image Source: Freepik

Candidates who are eligible and scouting the technical job markets are called the Technical Talent(s). These Technical Talent(s) are people with academic qualifications, innovative technical abilities, and necessary job experience that the Hiring Managers and Talent Acquisition Managers are on the lookout for.

Organizations are looking for tech talents who could fit the job description and requirements of Software Developers, IT Analysts, Web Developers, UI/UX Designers, Network & Systems Administrators, Computer Support Specialists, etc… These are specialized positions that require a certain level of talent and field experience which is not found easily.

Considering the small pool of candidates, it is a rather difficult and challenging ordeal for organizations to go through the entire technical recruitment process by itself. And this is where the Technical Recruiters come in…

Why are Technical Recruiters Important?

As the name states, technical recruiters are the ones who take charge of the entire tech hiring process and the tech interviewing process on behalf of the organization(s) that need help filling certain job positions by the best tech talent(s) available in the pool.

Why are Technical Recruiters Important?

Technical recruiters are the ones who find, convince, and retain the best technical talents that are available for hire in the market. Though most technical hiring companies have their own process of shortlisting candidates for their client organization, they do sometimes make adjustments and add-subtract to the process to complement the requests made by their clients.

The panel of technical recruiters consists of people who understand the technical field, its terms, and its needs in actuality. It consists of people who have already worked in technical positions for a long time or have been hiring for these positions for long.

Percentage of time the average resume spends in each status of the hiring process

Hiring technical talent through eagle-eyed technical recruiters, in this day and age of overflowing applications and CVs, is the best bet an organization can make to guarantee their long-term success.

How to approach Technical Recruitment Efficiently?

The tech hiring process is indeed a tough road but several sophisticated tools can be used to lighten this load.

1. LinkedIn:
One of the most professionally used websites/apps for job posting and candidate hiring, be it in any industry. With its help, it becomes a lot easier for HRs to go through the potential candidates’ entire professional history and their professional network as well.

2. Glassdoor:
It has become the new ‘IT’ website for scouting jobs. Glassdoor is a website/app where employees can leave reviews for their current and past companies in full anonymity, and also salary expectations for certain roles, this makes it a hotspot for all available candidates in the market. This website can help in tech recruitment as it will pinpoint the candidates who are looking to be placed in their organization.

3. Fishbowl
A subsidiary of the Glassdoor website, the Fishbowl app is a tech hiring platform, among others, where available candidates present themselves with all the pros to hiring them in whatever companies they are interested in, along with the role they are interested in, leaving it to the hiring managers if they want to hire them for contractual work, part-time, or permanent.

8 Steps of the Tech Hiring Process

8 Steps of the Tech Hiring Process

1. Job Requirement & Description
The first step to a successful tech hiring process is laying a strong foundation and clarifying the wants & needs. Designing perfect job descriptions that outline the responsibilities, duties, academic qualifications, professional experience, and required skill sets for the role will not only attract the candidates who are suitable for the role but also present the company’s values. By eliminating room for misinterpretation, corporations can easily trim the number of applicants down to those that fit the bill just right.

2. Screening the Candidates
In a world hindered by applications and updated CVs, letting technology take the lead in the initial screening of all the data is imperative. Allowing the usage of data-driven screening tools lets recruiters dig through to the candidates whose technical proficiencies align most with the job requirements. By letting software and AI take the reins on the initial process, recruiters will be left with enough time to focus on tightening the technical interview process where candidates get to demonstrate their highest potential.

3. Creating the Right Panel
In today’s market where job portals are overflowing with applications with just a few jobs to offer, the organization must bring together just the right people to make a panel to assess the abilities of an interviewee and land the best fit for the role. The tech hiring process will only be successful if the hiring panel finds the tech field as its natural habitat.

4. Precision while Conducting Tech Interviews
While conducting the tech interview process, it is imperative that the panel understands the candidate and brings out the candidate’s best skillset and ability to the forefront. Having a panel that is familiar to the tech field will be the best option for this. Asking the candidate questions with small technical errors and seeing if they could point out the problem could be tested for attention to detail. Asking for real-world solutions to some current common technical problems will attest to their common knowledge. As for their behavioral assessment, the candidate’s body language, tone of voice, and communication skills could be considered.

5. References: Real or Template?
Beyond the pretense of a candidate’s CV and interviews lies the entirety of their professional journey. Professional references offer a lot of valuable insight into a candidate’s previous performance, work ethic, and interpersonal skills. In today’s professional world giving out references has become like a template on a page, waiting to be filled out, going through a tech interview process helps assess if the reference is rather a template or an actual reality.

6. Let’s do a Trial run!
As the saying goes – ‘Actions speak louder than words!’; they sure do, especially in the tech hiring realm. Incorporating assignments or a certain trial project in the technical recruiting process provides the candidates with opportunities to showcase their talents and skills in actual work conditions to the hiring panel. It will also enable the recruiters to assess the candidates’ different abilities like problem-solving, attention to detail, adaptability, and compatibility with the team, thus ensuring a mutual fit for both parties.

7. Trust in Transparent Communication

Trust in Transparent Communication

Image Source: Freepik

Transparent communication is all about trusting the other party which then serves as the cornerstone of a successful tech hiring process. Maintaining an open discussion during the technical recruitment process helps in fostering trust and transparency. Communicating the company’s values, expectations, and the career growth opportunities that await them will leave them with a tingling curiosity and also help them make a well-informed decision about their association with the company.

8. Onboarding the New Member
The start of the end of the tech hiring process sets in motion with the final onboarding of the candidate. After the offer has been accepted by the candidate, the company can start with the orientation program. To make a smooth transition, the candidate should be introduced to their role and job responsibilities at the company, the tools & technologies they will be using, they should be introduced to their respective team and its members, the work culture, and be introduced to all their direct seniors. By doing so they’ll be able to easily comprehend the hierarchy and settle into their role better.

Conclusion

To conclude, mastering the tech recruitment process and optimizing it to find the best talents is a multifaceted approach that requires efficiency and effectiveness. By adhering to steps like sophisticated tech recruitment tools, clearly stated job requirements & descriptions, proper screening of candidates, creating the right panel for that screening, precisely conducting the tech interview process, thoroughly assessing the candidate references, maybe doing a trial run, communicating with the candidates with full transparency, and onboarding the new team member, any organization can navigate through the intricacies of the tech hiring process with confidence.  As the technology landscape continues to evolve, embracing a lean approach to tech hiring ensures a steady influx of top talent poised to drive innovation and organizational excellence.

FAQs

  • What is Technical Recruitment?

    Technical Recruitment is the process of finding, convincing, and retaining the most talented tech hires that fit the job description bill, as required by the organization.

  • How is Technical Recruitment different from Non-Technical Recruitment?

    As the name suggests, Technical and Non-Technical recruitment differ on very basic grounds. Technical recruitment works for hiring talents, primarily, in the tech-driven field, however, Non-Technical recruitment works for hiring talents in any & every field that is non-tech.

  • How long does the Technical Hiring Process take?

    After having gone through the initial application filled out by the candidate and his/her CV; it takes about 3-4 weeks of total time (differs from company to company), including the tests, interviews, and possibly a task-based trial run, to make the final ‘Hire-or-Fire’ decision.

  • How many rounds of Tech-Interviews are there? What are they?

    There are 3 basic rounds of Tech-Interviews, though they may vary from company-to-company, are:

    a. Aptitude Test – This is the basic screening round consisting of different written tests. This round projects the candidates’ reasoning abilities, language proficiency, quantitative aptitude, and technical writing.

    b. Technical Interview – This round tests the technical prowess of the candidate. Based on the different types of coding languages available in the field and the ones that the candidate holds a specialty in, the interviewers create a custom coding test so that the candidate can show their coding skills in real working conditions.

    c. HR Interview – Though the first 2 rounds are specific to the technical part of the anticipated job role, the HR round is the final stick in the mud. Since the HR is familiar with the morals, values, culture, environment, and employees of the organization much more than others, this interview round with them will test your soft skills, confidence, and temperament, among other qualities.

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