Hiring is one of the most crucial process for any organisation. Former COO of General Electric,  Lawrence Bossidy, said,

“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.”

Recruiting the right talent is imperative for the growth of any company. And recruiters shoulder the responsibility of finding a perfect match for the role they are hiring for. We understand that hiring is hard and can get overwhelming at times. 

And hiring for a role that you are not familiar with or one that lies outside your area of expertise gets a zillion times harder. And this gets even more challenging when it comes to technical roles. Your tech-hiring can easily turn into a disaster if you are not clear about what you are looking for. However, it must not deter you or discourage you from finding the right match. Just because it’s tough, it’s not impossible.

Here are three pro-tips that can help you hire the right talent for your company for roles you don’t understand well. 

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Research

There’s no harm in accepting the fact that you don’t know much about the role you have to hire for. Once you come to terms with that, research as much as you can about the role. The research here needs to be focussed around three things: 

research for hiring
  • Responsibilities: Find out the key responsibilities that the role would entail. This would help you get a clear idea about the level of experience, personality traits, the knowledge that the candidate must have to fit the role. 
  • Skills: Research on the key skills that the candidate needs for the role. For this, you would have dig through forums, rummage through job-descriptions from leading companies around the role and prepare a list of skills, both technical and non-technical, required for the role. Then, you must arrange those skills based on how necessary they are for the role. That way, you’d know the non-negotiables you need to scout for in the candidate.
  • Questions: The third thing that you’d have to research on is the questions you can ask the applicant while interviewing him for the said role. These questions should be directly linked to the responsibilities and skills you are looking for. 

Prepare

Based on your research, prepare a tentative interview script for the said role which lines the questions you want to ask for the role in a logical flow. We’d recommend to start with direct knowledge-based questions, then move to personality/attitude related questions and finally end with culture-fit questions. This often helps you in covering all the bases and hiring the top talent for the role. 

prepare for hiring

While you prepare, also dig deeper into what kind of answers you’d want for the said questions. Candidates often try to get around technical questions by throwing in technical jargons at the interviewer. Don’t be deceived by candidates who barely know the basics of the role but talk so “technically” and confidently about it. You need to find candidates who know beyond the tip of the iceberg. So, you need to ask questions that poke them beyond the basics. 

Reach Out

Google cannot replace experience. And for that, you’d have to reach out. Even though you may have a general idea about the role and the responsibilities it entails, it’s not enough to get you to the right candidate. For that, you need to talk to the people who have either hired for the same role or are actually in the said role. They can provide you with insights that you’d never find on the internet. 

reach out for hiring

Sit down with these people and share your research and your preparation. Show them your script, the questions you’d be throwing at candidates and get their insights and suggestions on them. You must not only ask the person about how valid your question is but also what a good answer to the question would sound like. 

Reaching out also includes reaching out for referrals. It’s always a safer bet to go for people who have been pre-scanned by people you trust. As Laszlo Bock, Ex-SVP of People Operations at Google, CEO & Co-founder of Humu and author of Work Rules, explains,

“The first step to building a recruiting machine is to turn every employee into a recruiter by soliciting referrals.”

In The End

Hiring for tech-roles is extremely crucial and one must not take any chances with it. If you are unsure about finding the right candidate, seek help from someone who is. Let a person who understands the technical role and is a techie himself do the job for you. Just like the techies at Workship, who are devoted to finding the best match for the technical roles at your company. Give us a chance and share your hiring needs with us. Try Hiring through Workship. 

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