Technical Recruitment: What You Need To Know

Vadim Lobarev

Technical recruitment is a term used to describe the process of finding and hiring candidates with high levels of expertise in specific fields (e.g., programmers).

Technical recruiters specialize in identifying highly-skilled professionals based on their specific requirements, such as programming languages, technologies, or skills. They then use various methods to identify and attract these professionals before presenting them to hiring managers as potential candidates for open positions at their company.

The IT team has experienced tremendous growth in recent years, as organizations have realized the importance of technology to their operations.

The shortage of skilled IT professionals is expected to continue over the next decade, and organizations are becoming increasingly reliant on contractors and temporary workers to meet their needs.

IT Contractors vs Permanent Employees

While permanent employees enjoy a number of benefits that contractors do not, the role of contractors is becoming more important than ever in organizations around the world.

Contractors make up a significant portion of many IT teams, which allows companies to attract talent without having to invest in full-time employees. This helps them remain nimble and flexible when it comes to staffing needs, as well as allows them to ramp up staff quickly during peak periods or when there are unexpected issues that require immediate attention.

Contractors also allow companies to focus on their core competencies while outsourcing some of their IT functions to experts who can provide specialized services that they may not be able to manage internally (for example security). In addition, contractors typically come at lower costs than permanent employees because they have less overhead associated with them (no benefits or payroll taxes).

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Technical Recruiting Process

Recruiting is a crucial part of any business, but it can be a complicated process if you’re not sure where to start.

In the world of recruitment, the process is often guided by a plan. This can be a simple spreadsheet or an elaborate document, but the point is that a process needs to be followed and everyone needs to know what they’re doing.

If you want to get the best results from your recruitment strategy, it’s important that you plan out what you want to achieve and how you’re going to do it.

The first step is to decide exactly what role you need to fill. If this is for an internal job, then you might already have an idea of who you want. If it’s for an external hire, then think about what skills and experience are required for this role, as well as what personality traits might make someone suitable for it.

Next, you have to plan sources of candidates and the interview process.

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Use tailored job descriptions

A tailored job description is one that has been written for a specific position. It should be clear and concise, highlighting the skills and experience required for the role. It should also be written with the person reading it in mind – you will want your applicants to be able to easily identify whether they have the skills needed for the job.

Why are tailored job descriptions important?

It’s important to write a tailored job description because they help you attract the right candidates to your vacancy. If you use a generic job description, you may end up attracting applicants who are not suitable for the role, meaning that you’ll need to go through many more interviews than necessary. This can result in time lost, which could have been spent interviewing candidates who will be suitable for your vacancy.

Search for candidates in the right places

A number of sources can be used to find the right candidates for your organization. The following are some of the most common:

Job boards:

Job boards are websites that post job openings and allow employers to post jobs and search resumes. Many job boards charge employers a fee to post a job. They also may charge candidates a fee to apply for jobs.

Employee referrals:

Employee referrals are an excellent way to find great people, but they’re not always easy to find. When employees refer others who become new hires, they’re rewarded with an incentive (typically cash or a bonus).

Social media:

Social media platforms like Facebook and LinkedIn have become popular tools for finding new hires. While these sites don’t have the same reach as traditional job boards, they do provide access to potential applicants who might not otherwise be found through other means.

Online ads:

Online ads are one of the most inexpensive and effective ways to advertise your open positions online. You can run ads on social media sites, along with many specialized job boards that target specific industries or geographic locations.

Recruitment agencies:

Recruitment agencies are a great source of candidates. The agencies are specialists in the market, so they understand the requirements of their clients and can match the right candidate to each vacancy.

Recruitment agencies have access to thousands of candidates, so you’re likely to find someone who meets your criteria.

Recruiting talented IT professionals is also a challenge for many companies. Hiring managers need to find candidates who are not only highly qualified but also a good fit with the culture of the company. The best way to find these candidates is through recruitment agencies that specialize in finding top talent for specific roles within your organization.

Recruitment agencies can help you fill positions quickly with skilled workers who already have experience working in similar environments or on similar projects. They can also help you find people with specific skill sets or certifications when needed. Recruitment agencies will often work closely with their clients to ensure that they understand what type of person they need before beginning their search so that they don’t waste any time looking for someone who isn’t going to be a good fit for your organization.

MindHunt is an IT recruitment agency that helps recruit technical candidates in Ukraine, Europe, and worldwide. Let us know about your vacancies and probably we can fill your vacancies.

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Ask the right screening questions

Screening questions are designed to help you identify candidates who are qualified for the job and likely to succeed in your company. They also help you decide whether a candidate is a good fit for your company’s culture, values, and mission.

Screening questions can be open-ended or closed-ended. Closed-ended questions typically have one or two correct answers and are often yes or no questions. Open-ended questions don’t have correct answers and may require more than one response (e.g., “Tell me about your last project”).

There are two types of questions you can ask on a technical phone screen:

  • Technical questions. These are the most common type of questions, and they’re used to assess whether or not a candidate has the skills and experience to do the job. To assess this, you’ll want to ask questions that require specific answers. For example, if you need someone to write code, you could ask them to describe their favorite programming language or to write a function that reverses an array.
  • Behavioral questions. This type of question is less about assessing skill level and more about understanding how well a candidate fits with your company culture. Behavioral questions can help you figure out whether or not your interviewee is a good fit for your team by asking them about past experiences and projects they worked on.

Set a clear interview process

Whether you’re working with an agency or doing the hiring yourself, make sure there’s clarity on how candidates will be assessed. This should include what information will be required (CV, cover letter), how candidates will be contacted (phone interviews as well as face-to-face), and how they’ll progress through the stages of the process.

Map out the entire process from beginning to end so each step is clear and there are no surprises.

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Conclusion:

Technical recruitment can be significantly harder than hiring for other types of jobs, simply because of the skills and traits required to go above and beyond just a specific skill set. Knowing how to code is ONE aspect of being a good developer; personality is just as important, if not more so.

That being said, developers are often somewhat introverted and tend to prefer working independently. The socializing-heavy side of recruiting can often be a hard sell for this type of candidate. If you are looking for developers, we would advise contacting people within your network, using job boards and social media, or partnering with a technical recruitment agency.