Guide to Hiring Technology Professionals Without Being an Expert in the Field
Nicolás Koriakos
9/3/20243 min read
Hiring tech professionals can feel like a daunting task, especially if you don't have a deep background in tech.
The jargon, the specialized skills, the variety of roles—it can all be overwhelming. But don’t worry! You don’t need to be an expert in coding or software development to find the right talent for your team. Here’s a short guide to help you navigate this process with confidence:
1. Define Your Objective and Expected Tasks Clearly
Before diving into the hiring process, it's essential to pinpoint what you truly need from a technology professional. Are you looking for a developer to build a specific application, a data analyst to help with insights, or an IT specialist to manage your network? Clearly outline the objectives of the role, the tasks this professional will be expected to perform, and the skills required to achieve your desired outcomes.
Tip: Write a job description in plain language. Avoid tech jargon you don’t fully understand. Focus on the specific objectives and key outcomes you want to achieve.
2. Leverage the Expertise of Others
If you’re not a tech expert, rely on those who are. Reach out to your network for referrals or consult with trusted colleagues who have experience in tech hiring. You might also consider hiring a recruiter who specializes in tech roles. Their insight can help you identify the right candidates and understand what skills are truly essential.
Tip: Ask a current tech team member or consultant to help craft the job description or to be involved in the interview process.
3. Focus on Core Competencies and Soft Skills
While specific technical skills are important, core competencies and soft skills are equally crucial. Look for candidates who show strong problem-solving abilities, adaptability, and communication skills. These qualities often predict a candidate’s ability to learn quickly and work effectively with a team.
Tip: Ask behavioral questions during the interview to gauge their soft skills. For example, ask about a time they had to quickly learn a new technology or how they handled a challenging project.
4. Use Skills Assessments and Tests
Online tools and assessments can help you evaluate a candidate’s technical skills without needing to understand the intricacies yourself. Coding challenges, practical tests, or even portfolio reviews can provide concrete evidence of a candidate’s abilities.
Tip: Use platforms like Codility, HackerRank, or LeetCode to screen for specific technical skills relevant to the role.
5. Prioritize Cultural Fit and Alignment with Company Values
Technology professionals come with varied expertise, but what often determines their long-term success is how well they fit within your company’s culture and values. Consider how a candidate’s work style, attitude, and career goals align with your organization.
Tip: Ask candidates about their ideal work environment, how they handle feedback, or how they stay motivated. This will give you insight into their cultural fit.
6. Stay Updated on Tech Trends
While you don’t need to be a tech expert, understanding basic trends in technology can help you make informed decisions. Know which programming languages are popular, the types of tools commonly used, and emerging technologies in your industry. This will help you ask the right questions and understand what your candidates are talking about.
Tip: Follow tech news sources, listen to tech podcasts, or take short courses that provide overviews of relevant technologies.
7. Don’t Be Afraid to Ask Questions
Remember, you don’t have to pretend to know everything. Asking questions shows that you’re interested in learning and understanding. Good candidates will appreciate your honesty and be willing to explain things in simpler terms.
Tip: Encourage candidates to explain complex concepts in a way that a non-expert can understand. This is also a good test of their communication skills.
8. Consider Hiring for Potential, Not Just Experience
Sometimes the best candidates are not the ones with the longest resumes but those who show a passion for learning, growth, and a strong work ethic. Be open to candidates who may not check every box but who demonstrate the ability to adapt and grow with your company.
Tip: Look for indicators like certifications, personal projects, open-source contributions, or involvement in tech communities.
Conclusion
Hiring technology professionals when you’re not a tech expert doesn’t have to be intimidating. By focusing on clear role definitions, leveraging expert help, and prioritizing core competencies and cultural fit, you can find the right talent to help your business thrive. Remember, you don’t need to know how to code to hire someone who does. With the right approach, you’ll build a team that drives innovation and success for your organization.