IT Recruiting Tips for Non-Technical Recruiter

Are you finding it challenging to attract highly qualified candidates? Identifying the perfect candidate for an IT position can be a challenging task even in the most favorable job market, but the skills gap complicates the process even further. Based on the 2022 Monster Global Report, over 90% of employers claim to face difficulties in filling positions due to a skills gap.

Employers face a multitude of questions, ranging from identifying the most valuable technical skills to evaluating a candidate’s cultural compatibility, in order to select the ideal candidate for the job. The difficulty significantly increases for small and medium-sized companies that lack on-staff IT experts to evaluate candidates’ skill sets. Despite these obstacles, it is essential for employers to maintain a proactive approach to recruitment through utilizing solutions available to assist even the most tech-challenged companies and recruiters in finding the right IT professionals.

By bridging the skills gap and staying ahead of industry trends companies can attract top tier talent that can help them grow and succeed. Embracing innovation and adopting a culture of continuous learning ensures that companies remain competitive in a rapidly changing job market. It’s not just a matter of recruiting the best people; it’s also about providing them with opportunities to expand their skills and knowledge. With the right approach, companies can create an environment that fosters growth and attracts the kind of talent that can take them to the next level.

Differences between Technical Recruiters and Traditional Recruiters

A technical recruiter specializes in hiring candidates for technical roles, such as software developers, engineers, data scientists, IT professionals, and other positions that require specific technical skills and expertise. Moreover, a technical recruiter needs to have a solid understanding of the technology industry, various programming languages, software development methodologies, and other technical concepts. Furthermore, technical recruiters often use specialized platforms and communities to find qualified candidates for technical roles, such as GitHub, Stack Overflow, and other developer forums.

A traditional recruiter, also known as a non-technical recruiter, focuses on hiring for a wide range of roles that may not necessarily require technical skills. This includes positions in sales, marketing, human resources, finance, administration, and other non-technical areas. Additionally, while a traditional recruiter should be knowledgeable about the industries they work in, they do not need the same level of technical expertise as a technical recruiter. They focus more on general job requirements, soft skills, and cultural fit. Furthermore, traditional recruiters typically use a broader range of sourcing channels, such as job boards, social media platforms, networking events, and referrals to attract candidates from various professional backgrounds.

As a recruiter, you possess a diverse range of skills that can be applied across many different recruiting areas and industries. Whether you specialize in technical or traditional recruitment, the skills required are largely similar. Among the necessary skills are effective communication skills, empathy for candidates, creativity in crafting job descriptions, and networking and relationship-building abilities. Additionally, adaptability, resilience, and persistence are all traits that will serve a recruiter well, regardless of their particular focus. While technical recruitment may require a more nuanced understanding of programming languages or specific industries, acquiring that knowledge is highly attainable. No matter your area of expertise, being a skilled recruiter is a valuable asset in today’s job market.

5 Recruitment Tips for the Non-technical Recruiter

Recruiting can seem like an overwhelming task, especially if you are not familiar with the technical ins and outs of the job. That is where our tailored recruitment guidelines for non-technical recruiters come in. We have crafted these guidelines to help enhance your team’s skills and capabilities, providing a clear and concise approach to the recruitment process.

  1. Refine your resume screening process

During the initial resume screening process, consider these three questions to assess whether the job seeker is a suitable fit for your technical position. 

  • Does this individual possess the required skill set? If you are seeking a technical architect, do they have technical architect skills?
  • How many years of experience do they have?
  • Have they performed tasks similar to what is required for this job?
  • Ask detailed interview questions about prior positions, focusing on how they split their time between technical and business tasks

By utilizing a comprehensive approach like this during your IT recruiting, you will stay focused on the essential qualities required in an employee and be less swayed by just one or two impressive attributes. In addition, it is crucial to engage in discussions with hiring managers to gain a clear understanding of the candidate’s role within the team. By talking to the hiring manager, you can gain a deeper understanding of the role they are trying to fill and what kind of person they need to succeed on the team. It is crucial to ask questions about the candidate’s responsibilities, the team’s dynamic, and any challenges they may face in the role. By doing so, you can ensure that you’re making the best hiring decision for your company. So don’t hesitate to contact hiring managers and ask for their insights – it could make all the difference in finding your next highly qualified employee.

  1. Validate Your IT Skill Knowledge

When it comes to hiring for an IT position, evaluating technical skills is vital. However, not all companies have professionals who are able to accurately assess a candidate’s IT expertise during the recruitment process. While many businesses may have individuals who can assess a candidate’s business acumen through conversation, the lack of technical professionals may lead to less accurate evaluations of IT skills. Without a thorough evaluation of technical skilling during the recruitment process, companies may face challenges when it comes to finding the right individual for the job. It is crucial for companies to consider investing in IT professionals who can conduct effective evaluations to ensure they are hiring the most qualified candidates.

  1. Familiarize yourself with the places where tech talent meets

Networking has long been a buzzword in the professional world, and it seems that its importance is only increasing. A LinkedIn survey found that nearly 80 percent of professionals consider networking to be a crucial factor in achieving career success. The benefits of networking are plentiful – from meeting potential clients and partners to discovering new job opportunities. In today’s interconnected world, building strong professional relationships can make all the difference in advancing one’s career.  So, it’s no surprise that professionals are recognizing the value of networking and making it a priority in their personal and professional lives.

  1. Streamlined Technical Skills Assessment

Skills assessment tests have become an increasingly popular tool for many employers during the hiring process. While resumes and interviews can give some insights into a candidate’s qualifications, these tests provide a more comprehensive view of their skills and abilities. To gauge how proficient a candidate is, include an interactive element to your interview. Pose a practical scenario like crafting a robust data security firewall. Task the candidate with explaining their solution using a whiteboard, gauging both technical prowess and effective communication. This enables an employer to evaluate a candidate’s knowledge and proficiency in a specific area. By identifying potential weaknesses or areas where candidates may be underqualified, employers can determine which candidates would be the best fit for a particular position. As such, skills assessment tests are invaluable tools that allow employers to make more informed hiring decisions and ultimately build a stronger workforce.

  1. Pose questions during the interview to assess cultural compatibility

When hiring new candidates, finding those who will fit well within your company’s culture is crucial for success. One effective way to approach this is by engaging in in-depth conversations with candidates about your company’s culture, expectations, and evaluating how they have exemplified these traits in their previous experiences can help determine their suitability for the role. By ensuring a cultural fit, not only will new employees be more likely to fit in seamlessly, but they will also be more likely to stay with the company long-term.

What If Your Team Lacks Tech-Savvy Personnel for Assisting with IT Recruiting?

Evaluating job candidates can be a daunting and time-consuming task, especially if you lack IT staff or expertise. Fortunately, there are companies, like PSM that specialize in IT recruiting and can assist you with the hiring process. By partnering with PSM, you can tap into our vast networks and years of experience to find the best candidates for your IT needs. This can save you time, money, and headaches and ensure that you hire the right people to keep your business running smoothly. Don’t hesitate to contact us today at 312-940-7830 if you’d like to learn more about our IT Staffing Services!

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About the Author

Taylor Friend
Taylor Friend

I am a dynamic and results-focused Marketing Coordinator at PSM Partners, recognized for my unwavering motivation, meticulous attention to detail, and unwavering commitment to achieving business objectives. Throughout my time at PSM, I have demonstrated remarkable expertise as the primary liaison for Microsoft and NetDocuments, rapidly establishing myself as a proficient point of contact. Additionally, by harnessing my inherent organizational skills, I have effectively elevated the quality of both our internal and external events.

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