Uh-oh, you’re responsible for hiring a “Full Stack Developer (LAMP)” for your company, but you aren’t even sure what LAMP stands for. Or, you find yourself looking at their resume, and your first instinct upon seeing “C++” is that it must be a typo.
Don’t fret! Skillgigs is here to remove your fear of missing awesome talent and lead you to better decision-making! Since we know technical recruitment is not only a numbers game, but it also means finding those purple squirrels or as close as you can get to them. With that said, here is the breakdown of how to hire top tech talent, even if you aren’t super technical yourself.
1. Allocating crème de la crème
You posted the job written by HR…but your few years using Excel and looking for technical skill keywords (without any sort of context) have created an aurora of intimidation for you! We’ve all been there. Unfortunately, the exact guy you need isn’t going to apply to your open job every time. So, how do you weed out the actual quality? Step 1: The 3D resume helps you make better decisions by providing a full look at the talent’s top skills. The algorithm compiles the relevancy of the skill to the talent’s current role, how long they have been using it for and their confidence in said skill. The technology verifies these numbers and outputs a percentage, showing you their skill level and validating their experience, so you can be confident in their candidacy.
2. Correct Job Title
What does a Staff Engineer even mean? Or when your hiring manager says, “I need a Software Developer” Even as a non-technical person, you know this title deserves detail. Our recommendation? Have a little conversation with your hiring manager. You need a more in-depth look at the requirements for this role. Ask them what stack is required, what skills are absolutely necessary, and even what they will be using the majority of their time. Skillgigs helps recruiters like you actually get this information through a 3D mapping process. By asking what skills are required and the percentage of each that they will need on a day-by-day basis, our AI can more efficiently pair this to the talent with the 3D profiles and their skill density. Thus, an ambiguous request for a Software Developer becomes a 95% match for your talent submission to the gig.
3. Establish Purpose
You may not have context, but you can learn enough about the skills to comprehend what the need for the job is. Beforehand, communicate with someone in the tech realm to help you interpret what exactly is expected. Don’t let the job title, strange tech languages or skills distract you from what the job is going to be responsible for.
4. Don’t Ask Leading Questions
We know your initial screening is a critical part of your recruitment and you may sometimes fear the candidate you’re speaking to will get a hint for your actual technical knowledge. Openview recommends being specific when asking questions general questions. For example, asking questions like, “Do you use Java?” results in a yes or no answer. You want it to be open-ended and ask more context-related questions, “Within your usage of Java, tell me how you used it, how often you used it, and what came from it within your most recent role?”From here, you get an understanding of the talent’s specific level of the program. Allow the talent to tell you what they are good at. Put the ball in their court, then you can make your decision based on what they said and dig deeper. Forbes even cites this method as a more effective way to weed out the liars, who can’t begin to fib the context of the skill they have to explain to you. You may even learn something that can help you in your future recruitment!
5. Perks and Benefits
You’ve gotten to the interview stage, your candidate sounds confident and they’re saying all the right things, now the pressure is on you! But how do you hold on to this awesome candidate? Attracting top talent starts in the beginning. Mention benefits and perks early in the interview process because if talent likes what they are hearing, they are going to put their best foot forward in the interview. You want their hunger for the job to be just as significant as your hunger to make an awesome placement.
6. The Human Touch
You may be using an array of technologies to assist you in your recruitment, but never forget the significance of the human touch. In your intimidation for meeting numbers, recruiters sometimes risk becoming spammers, in an attempt to send mass messages and get more quality candidates. Make the most of your emailing and messaging tools by segmenting groups, using merge tags effectively, and targeting people based on the exact required skills. That small piece of filtering and setup makes a world of difference! Then, always try to act as the advocate for the talent, so they feel wanted and considered, as opposed to just a number! The best recruiters are the ones that have relationships with their talent.
you’ve gotten to the stage of understanding what a confident and skilled candidate looks and sounds like, but the candidate you just spoke to is not on the market! You initially beat yourself up about wasting time on this talent, but have no fear! Recruiter life is a relationship game after all. Undercover recruiter says that referrals are the best source for hiring, Quality talent knows other quality talents, so ALWAYS offer referral programs, so you have that extra step of validation that you are speaking to skilled individuals from the get-go. Are you interested in excelling in your recruitment? Check out how to make confident decisions by using our 3D Resume and mapping process here.