Recruiting tech workers for key operational roles
When you’re recruiting tech talent and don’t know much about the process — or the industry — it helps to know the types of workers you need now or may need in the future. These key tech-focused areas provide a broad assessment of what the roles entail and the kind of worker you need to successfully fill the position.
Data
Many businesses create a large quantity of data, both internally and externally. Having professionals on staff to handle that influx and outflow helps your business maintain good records and identify useful insights. For example, data professionals can help identify trends and create projections and models based on the information they receive. Your business, in turn, can use this vital information to focus efforts on things that work or change plans on things that don’t.
Many positions within the data field are interchangeable, with entry-level workers quickly grasping and integrating new concepts. Look for candidates with strong backgrounds in database programs like Microsoft Excel and experience with SQL server and scripting languages like Python and Pearl. Also, seek candidates who can effectively use visualization tools like Tableau and Google Charts for clear-cut reporting of the data they analyze. Common data tech positions include:
Development
Tech talent skilled in development often proves hard to find and even harder to keep, especially for programmers proficient in multiple programming languages. These are the professionals who design and build programs, apps and web deatures from the ground up, then deploy their creations and maintain their functionality. Though primarily a technical role, look for developers with good communication skills when you need to explain processes to customers both within and outside of your company.
Strong developer candidates have excellent critical-thinking and problem-solving skills. These professionals excel at debugging faulty code, work easily with different tech stacks and have good time management skills to better adhere to deadlines. Though most developers spend lots of time working alone, they should also be capable of working well in a team setting. Some job titles within this field include:
Security
If you have a physical storefront, you already know the importance of security, but you may not realize that the information your business collects may be even more vulnerable than other, more tangible, assets. Tech security workers should have strong problem-solving skills so they can quickly rectify any issues they discover, along with the critical-thinking ability necessary to create hardened systems less likely to falter under cyberattacks.
Seek out potential hires who understand the importance of keeping up with industry trends and threats. The tech talent you hire with our IT recruiting tips needs the ability to adapt and integrate new tools into security protocols. Likewise, strong communication skills are a must when security experts need to explain concepts like phishing to vulnerable personnel without a technical background. Positions within the information security field include:
Management
Good tech management workers make all the difference in spaces that require a generalist rather than a specialist. Jacks of all trades (though masters of many), these professionals move between tech roles with ease, making them good hires for smaller businesses that don’t have expansive networking requirements. Roles within tech management span the gamut from those who set up and maintain infrastructure to those who oversee others in more specialized roles. Some job titles within management are:
Deciding on the tech talent you need
Now that you know the types of tech talent available, you can better hone in on what your business needs, even if you’re not hiring tech talent now. You may find your operations trend toward needing these professionals in the future, so it helps to keep a list of potential positions handy. Many technology skills are transferable, even when professionals specialize in a certain area, and in certain cases, companies can leverage this to their advantage.
For example, you may need a developer now to build your company website, but you may also require someone proficient in more advanced programming languages for later app development. Likewise, smaller businesses may need engineers who wear multiple hats, including building and maintaining secure computer systems that ensure data integrity. 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 (the easy way)
Tech really is a small world, so networking with people you know in the industry and accepting referrals often proves a good way to recruit tech professionals. If you already have a tech staff, consider opening the job up internally and promoting reliable employees who are already invested in your business. Another excellent way to 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 to a single space. Our convenient tools allow you to view resumes quickly, set up interviews with potential hires and perform tech skill assessments that help you verify qualifications — even if you don’t have a tech background.
Attracting talent when recruiting tech
Writing a top-notch job description that clearly outlines expectations on both sides aids you immensely when you’re trying to attract tech talent. You should note the skill sets you desire, both in the present and future, and lay out how holding those qualifications might drive job growth. Keep in mind that many tech jobs went to remote work during the pandemic, so many workers expect businesses to at least offer hybrid work schedules.
Likewise, compensation in line with industry standards is a must, along with above-average pay in more in-demand positions like engineering. Excellent benefits beyond the basics of health insurance, paid time off and company-matched 401(k) plans might include things like an in-house cafe or fitness center and meditation space to cool down after intense coding sessions.
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 assessments. While you might not know much about coding, tests created by industry professionals help you narrow down your candidate pool based on the technology skills your business needs.
You can also ask someone with a tech background, such as one of your current employees, to help you create screener and interview questions. Keep in mind that these questions work better when they’re open-ended and let potential hires explain things in their own words rather than just requiring 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 big investment, especially for small to medium-sized businesses, which makes retaining the employees you hire essential. The combination of a highly skilled workforce often prone to burnout and a wide-open job market makes things challenging. One way to better maintain your workforce is to build a career ladder for them, with lots of room to grow, both in position and compensation — something that also works well for retaining employees with non-tech backgrounds.
While recruiting tech talent may prove a bit challenging for those who aren’t in the industry, it doesn’t have to be a deal breaker. These tech and IT recruiting tips aid you in streamlining your search and making a successful hire.
