Technical Recruiting Cheat Sheet: A Beginner's Guide
July 05, 2023
What is technical recruiting, you ask? Simply put, technical recruiting is the process of hiring people for technical roles such as software developer, UI/UX designer, IT service engineer, and so on. It is different from non-technical recruiting in that the HR team will typically need to have a working knowledge of the technical concepts relevant to the job.
But how much knowledge is enough knowledge? And would it not take months to learn all the concepts and applications related to a tech job? Instead, we recommend using a technical recruiting cheat sheet to keep the basics handy when conducting an interview. If you do not know what that is, read on.
As the term suggests, a technical recruiting cheat sheet lists all the terms and concepts a recruiter needs to keep in mind when hiring for a technical role. It features definitions, skill sets, language requirements, and other essential details in a simple, at-a-glance format that enables even non-technical recruiters to determine whether the candidate before them is a good fit.
There are three components that a technical recruiting cheat sheet can help with:
If you are a developer by background, hiring a developer - or even some other technical candidate - would not be that tough because you already know what qualities and skills you are looking for in your next hire.
But if you do not have technical experience, all the terms and technologies referred to can get confusing. This is all the more true given that technology is constantly in a state of flux, which means that keeping up can be challenging for anyone.
Meanwhile, the position needs to be filled, and the choice you make as a recruiter will significantly impact the company’s technological future.
A technical recruiting cheat sheet can give you enough of a lowdown that you can converse freely with a candidate and gauge what they know.
It lets you pinpoint critical information quickly, speeding up the selection process, and helps you go into greater depth with the candidates who show promise. The key benefits of a technical recruiting cheat sheet include:
While many think of software development as a single department, it is a conglomeration of tasks, with each task requiring a specialist.
At the same time, all the specialists need to be in sync with each other and work together so that they might contribute meaningfully to the overall final product. It is thus vital to pick people who know their stuff and are also good at collaborating.
Here is a quick list of qualities that each role demands:
The frontend developer role involves working between backend developers and other non-technical stakeholders such as those in design to create the client-facing side of the product. Essentially, it bridges the technical and the non-technical worlds in your company.
The backend developer role involves writing server-side code, building APIs, and ensuring that product designs are scalable. They are the architects of the product foundation for the frontend developer to build on. Here is the technical recruiting cheat sheet for hiring them:
Full stack developers work on both the front end and the back end. Usually, depending on the exact nature of the job, the developer will lean more towards one of the two. They tend to have a broad skill base with a few specializations.
This is a support role that combines a knowledge of operations, software development, and QA to facilitate the development process and ensure that the product being built is robust both technically and financially. Have a look at this specific technical recruiting cheat sheet.
Words like frontend and backend are not sufficient in themselves. Each is a broad division under which there are several job titles that your company might need new candidates.
Of course, we strongly recommend you work with a technical team member to understand the skills needed for each job title properly.
However, here is a list of roles or an IT glossary of sorts under each broad category and the associated skills you will need to test for.
Hopefully, this comprehensive technical recruiting cheat sheet will help you gauge your candidates’ skills more confidently when recruiting and reduce your time-to-hire. However, it is essential to remember that technical expertise is not the only indicator of a good fit.
Your candidate still has to have strong communication skills, a willingness to learn, and the necessary people skills to fit into your company culture.
Therefore, be sure to look out for those even as you assess technical ability. Always work with other senior managers - including those in charge of the team the new candidate will be in - so that you know you are making the right choice for the company. You have got this.
Adaface, a candidate-friendly skill assessment platform, helps you evaluate candidates on various programming languages, software engineering frameworks, and coding skills. Plus, you can customize the test for any technical role and include any number of 700+ skills in MCQ or coding question formats. Get a detailed candidate performance report. Hire fast!
Anyone tasked with finding tech talent is in a spot as a tech hire can make or break the company’s technological prospects. However, by using reliable strategies such as joining tech forums, using technical skill assessment tests, and running paid ads to attract tech profiles online, technical recruiters can smartly source, engage and convert talent for the company.
A technical recruiter refers to the person who handles sourcing, screening, interviewing, and selecting candidates in tech roles.
A few skills that make technical recruiters great at their job include strong project management skills, proactive candidate communications, proficiency in various assessment techniques, up-to-date knowledge about the latest industry trends, and vital critical thinking attributes.
Tech recruiting is the process of hiring specifically people for tech-intensive roles. Recruiters must have a strong understanding of the necessary technical terms and job requirements. On the other hand, non-technical recruiting involves hiring for non-tech roles.
Full-cycle recruiting refers to the end-to-end process of finding, evaluating, and onboarding a new employee. It is usually managed by the HR department. The full cycle recruiting process begins when the need to fill a job position in a company arises and ends when the new employee has been completely onboarded.
Asavari is an EiR at Adaface. She has made it her mission to help recruiters deploy candidate-friendly skill tests instead of trick-question based tests. When taking a break, she obsesses over art.
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