Recruiting tech workers for key operational roles
When you’re recruiting tech talent and are unfamiliar with the process or the industry, it helps to understand the types of tech employees you require immediately or may need in the future. Knowing the functional areas and responsibilities can help you effectively target candidates.
The following important tech-focused areas can provide you with a broad assessment of the roles and the kind of employee best suited to fill them successfully:
Data
Many businesses generate large volumes of data, both internally and externally. Professionals who manage this influx and outflow help the company maintain accurate records, identify actionable insights and make informed decisions.
For example, data professionals are instrumental in spotting trends, developing accurate projections and constructing informed models from raw information. This invaluable intelligence then guides businesses in allocating resources to effective strategies and adjusting less successful approaches.
Many positions in the data field are interchangeable and entry-level workers are often able to grasp and integrate new concepts quickly. Consider candidates with strong backgrounds in database tools such as Microsoft Excel and experience with SQL Server and scripting languages like Python and Perl.
Additionally, seek candidates who can effectively use visualization tools such as Tableau and Google Charts to deliver clear reports of the data they analyze.
Common data tech positions include:
Development
Developers are the professionals who design and build programs, apps and web features from the ground up, then deploy their creations and maintain their functionality. While this is a highly technical role, skilled software developers also possess excellent communication skills, which are important when explaining processes to both internal teams and external customers.
“Code is written once, but read many times by humans. Therefore, the ability to clearly explain and document your code, understand requirements and collaborate effectively with others is more important than the logic itself.”
—Scott Nameth, CEO and Java programmer
Strong developer candidates have excellent critical thinking and problem-solving skills. These professionals excel at debugging complex code, adapt easily to different technology stacks and have effective time management skills to meet deadlines reliably. Though most developers spend a lot of time working alone, it’s important that they can effectively work in teams.
Some job titles within this field include:
Security
If you have a physical storefront, you already know the importance of security. However, you may not realize that the information your business collects may be even more vulnerable than other, physical assets. Tech security professionals protect digital assets by identifying vulnerabilities, resolving issues quickly and designing robust systems that withstand cyberattacks.
Tech security workers with strong problem-solving skills can quickly resolve issues they discover and use their critical-thinking abilities to create hardened systems less likely to falter under cyberattacks.
Consider potential hires who understand the importance of keeping up with industry trends and threats. Identify candidates with a growth mindset and a commitment to continuous learning. The tech talent you hire with our IT recruiting tips can adapt and integrate new tools into security protocols.
Strong communication skills are important, as security professionals are often required to explain complex concepts, such as phishing and system vulnerabilities, to non-technical personnel in a clear and actionable manner.
Positions within the information security field include:
Management
Strong tech managers are essential in environments that require versatile professionals rather than specialists. These managers can handle a range of technology tasks and adapt easily to different roles, making them a good fit for smaller businesses with broad needs. Tech management roles include everything from setting up and maintaining infrastructure to supervising specialized teams.
In addition to technical skills, effective tech managers are natural leaders who can supervise specialized teams, coordinate cross-functional projects and ensure alignment between technology strategies and business goals. They are also adept at resource allocation, budget management and problem-solving, enabling them to address challenges proactively while keeping projects on track.
By combining technical expertise with strategic oversight, qualified tech managers generally help businesses scale efficiently, optimize operations and maintain a competitive edge in a rapidly evolving technological landscape.
Some job titles within management are:
Deciding on the tech talent you need
Now that you understand the types of tech talent available, you can better anticipate your business’s current and future needs. Even if you’re not hiring tech talent now, you may find your operations trend toward requiring these professionals in the future, so it helps to keep a list of potential positions.
Many technology skills are transferable even when professionals specialize in a certain area and, in some instances, companies can leverage this to their advantage. For example, you may require a developer now to build your company website, but you may also need someone proficient in more advanced programming languages for later app development.
Likewise, smaller businesses may need engineers who handle responsibilities such as building and maintaining secure computer systems, ensuring data integrity and supporting a variety of operational technology needs. By combining these roles when hiring tech talent, you’re in a better position to scale your business when it’s time to grow, without hiring new staff.
Finding tech talent
Networking with people you know in the industry and accepting referrals are often effective ways to recruit tech professionals. If you already have a tech staff, consider opening the job internally and promoting from within who are already invested in your business.
Another way to potentially boost your chances of success when hiring tech talent is to use Indeed, especially if you don’t know much about the industry. Indeed lets you manage multiple job listings with a single, easy-to-use employer dashboard, streamlining the tech recruiting process in one place.
Attracting talent when recruiting tech
Writing a job description that clearly outlines expectations on both sides can help when you’re trying to attract tech talent. Highlight how possessing these qualifications can open opportunities for career advancement, demonstrating a path for professional development within your organization.
It’s important that your compensation is in line with industry standards and that you offer above-average pay for more in-demand positions, such as engineers, developers and cybersecurity specialists. Offering above-industry-standard pay can attract and retain top talent in a competitive market.
Consider employee benefits beyond the basics of health insurance, paid time off and company-matched 401(k) plans. This might include an in-house cafe, fitness center or meditation space.
Screening and interviewing when hiring tech talent
HR professionals without a tech background can still find success when recruiting tech talent by carefully screening candidates using tools like skills-first assessments. If you are not familiar with coding, tests created by industry professionals can help you narrow down your candidate pool based on the technology skills your business requires.
Additionally, you can leverage the expertise of current tech employees to help you create screener and interview questions. These questions work better when they’re open-ended and allow potential hires to explain things in their own words rather than with simple yes-or-no answers.
You can always invite a tech pro to sit in on the interview or ask for written interviews if you need help analyzing the responses you receive.
Retaining the tech talent you hire
Hiring tech talent is a significant investment, especially for small to medium-sized businesses, which makes retaining the employees you hire important. The combination of a highly skilled workforce potentially prone to burnout and a wide-open job market can make it challenging.
One way to retain your workforce is to build a career ladder for them, with room to grow, both in position and compensation. This can work equally well for retaining employees with non-tech backgrounds.
Retention is also about cultivating a positive work environment that balances challenge with support. Encouraging continuous learning, recognizing achievements and creating opportunities for mentorship and collaboration can help employees feel valued and invested in the company’s success.
Companies that actively foster growth, acknowledge contributions and provide meaningful incentives, whether through promotions, skill development or workplace perks, build loyalty and reduce turnover.
