Strategies for recruiting your next tech professional
In the dynamic world of technology, finding the right candidate for an IT role is a crucial task. Dave Akka, CEO of ABRS, suggests an innovative approach to this challenge, employing psychologists or experienced HR professionals to test candidates' interpersonal skills, creativity, and other essential qualities beyond technical knowledge.
The traditional technical interview is evolving to reveal not just the candidate's technical prowess, but also their thinking process and collaborative problem-solving abilities. The interviewer, therefore, assumes multiple roles - product manager, compiler, interactive debugger, and QA tester - to assess the candidate's adaptability and teamwork skills.
Beyond the technical aspects, understanding a candidate's hobbies and personal interests helps establish a connection on a more personal level. Inquiring about their current job and what they like or dislike provides insight into their personality and potential interactions with the team.
Moreover, IT departments value coders who can build great quality code quickly, reliably, and cost-effectively. These coders are adept at leveraging existing knowledge, such as networks like Google, StackOverflow, GitHub, etc., to find pre-built solutions.
Candidates should be able to explain technical concepts in a non-technical way, a skill that is essential for working with non-technical team members. The ability to communicate effectively and collaborate is key to a highly successful and valued employee in the IT field.
Understanding a candidate's experiences in non-technical roles can also be valuable for success in a job that involves interfacing with business users and non-technical people. Asking about a customer support or client-facing role can indicate if the candidate has experience interacting with non-technical people.
It's important to note that the standard practices of code challenges and problem-solving questions help in identifying technically weak candidates. However, focusing only on getting the right answer may not be the right approach. IT departments need coders who can think creatively, engage in collaborative problem-solving, and are good at leveraging existing knowledge.
Lastly, non-technical team members should also interview the candidate and provide their feedback. This ensures a holistic evaluation of the candidate's suitability for the role and the team. By adopting this comprehensive approach, IT recruitment can become a more effective and efficient process, leading to the hiring of talented individuals who can contribute positively to the team and the organization as a whole.
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