IT Recruiting Tips for Non-Technical Recruiters

IT recruiting isn't just essential for a business's survival; it's also really hard. Even experienced IT professionals struggle to keep up with the rapid evolution of technology, so what hope do recruiters have?

We're here to help. This article is intended for non-technical recruiters involved in IT recruiting. Just like hiring a racecar driver when you need a mechanic can be a mistake, so can hiring someone without the necessary IT expertise.

Here's the plan: We'll teach you just enough IT to make you dangerous. Next, we'll examine the strategies employed by top IT recruiting companies. Don't worry: you don't need to be a technical expert to know who the right person is to hire.

Which IT Jobs are in Demand?

To kick things off, let's explore some of the most common roles in the IT industry. This is just a primer of each of the major career paths in IT. If you're curious to dive deeper into what these positions entail, check out our Glossary of IT Jobs.

• Cloud Administrator: An entry- and mid-level job focused on managing cloud-based resources, including cloud-based databases, servers, and networks.

• Data Analyst: An entry- and mid-level job focused on interpreting data to identify trends and provide actionable insights for decision-making.

• Database Administrator: A mid-level role that organizes, secures, and optimizes data storage systems to keep critical information accessible.

• DevOps Engineer: A mid-level role that automates and integrates software development and IT operations to improve efficiency and reliability.

• Network Administrator: An entry- and mid-level job related to maintaining the hardware and software that ensure computers and devices stay connected.

• Network Engineer: A mid- and senior-level role that designs and optimizes the systems that enable devices and networks to communicate efficiently.

• Programmer / Developer: An entry- and mid-level position that writes and tests the code behind software applications and tools.

• Project Manager: A mid- and senior-level role that coordinates resources and teams to ensure IT projects are completed on time and within budget.

• Security Administrator: An entry- and mid-level job that protects IT systems from cyber threats and ensures compliance with security policies.

• Solutions Architect: A senior-level role that designs IT solutions to meet specific business needs and ensure systems work together effectively.

• Systems Administrator: An entry- and mid-level position that maintains the servers and devices that keep IT operations running.

• Systems Engineer: A mid- and senior-level job that combines hardware and software to create scalable systems for business operations.

IT Recruiting: Understanding Technologies and Skills

You don't have to be an IT expert to succeed as an IT recruiter. But there are a handful of essential concepts related to information technology that you're going to need to understand if you're going to hire and work with IT employees. Read our Glossary of IT Concepts for a full explanation of each topic, but here are the essential technologies you have to understand about IT:

• Operating Systems: Software that manages a computer's hardware and programs, ensuring everything works together smoothly.

• Networks: Systems that connect devices to share information and resources like the internet or a company's internal files.

• Systems Administration: The work of keeping an organization's IT tools, processes, and technologies running reliably.

• Data and Databases: Information stored and organized in digital systems so it can be easily accessed, managed, and updated.

• Cloud Computing: Renting computing power, storage, and applications over the internet instead of owning physical hardware.

• Programming and Coding: Writing instructions, called code, that tell computers what to do and how to perform tasks.

• Cybersecurity: Protecting computers, networks, and data from hackers, viruses, and other threats.

• Virtualization: Dividing one physical computer into multiple simulated computers to maximize efficiency and flexibility.

• DevOps: A way of working that combines software development and IT operations to deliver technology to customers faster and more reliably.

IT Certifications and Credentials in IT Recruiting

Certifications and credentials make IT recruiting much, much easier. A great interview question to ask when recruiting for IT roles is to inquire about the certifications or credentials the candidate has earned. But there are dozens of certification companies, and hundreds of credentials.

Certifications straight from an IT vendor prove skills and knowledge with a certain piece of hardware or software at a certain level of expertise (entry-level, associate, professional, expert). If someone holds certifications from Microsoft, Cisco, Amazon, Juniper, and VMware (to name a few), they have a solid understanding of a particular aspect of each company's technology.

There are also companies like CompTIA and ISC2 whose focus isn't on expertise with one specific tool but instead, certify readiness for a certain IT job. Certs from companies like these focus on broad foundational knowledge in IT skills and best practices, covering areas like security, networking, and general IT management, making their certifications widely applicable across various roles and industries.

Building a Strong IT Recruitment Strategy

Your crash course in IT is over. Now, let's create a plan for success as an IT recruiter.

Partner with IT Team Members

Partner with your existing IT team members and include them in every stage of the process, from writing the position description to interviewing candidates and making assessments. 

IT team members have insights into the technical skills required for the position no one else has. They have a personal understanding of the team's workflow and understand the specific challenges the new hire will face.

Partnering with your IT team for the hiring process ensures the job description is accurate, the interview questions are relevant, and the candidate's skills are properly evaluated. It can also lead to better alignment with team needs, a smoother onboarding process, and a more positive experience for the IT team when they feel heard and consulted.

Have Clear Job Descriptions

Write clear and simple job descriptions that accurately outline required skills, responsibilities, and expectations. This can help avoid misunderstandings, streamline the hiring process, and ensure your applicant pool is aligned with your actual needs.

Start by listing the specific technical skills required. Define key responsibilities with action verbs. Include the relative experience level and mention the tools and platforms they'll be using. Use straightforward, jargon-free language that describes how the role contributes to the company's goals. Above all, keep it simple and concise!

Source Your Candidates Effectively

Try to find places where your candidates actually go and use. Over the last several years, LinkedIn has replaced long-time favorites like Stack Overflow Jobs and GitHub job boards, but there are alternatives. Reddit remains one of the most popular destinations for IT professionals, with subreddits dedicated to individual careers and technology stacks. Consider lurking around there, reading posts about hiring and job sites to learn where real IT professionals are looking for jobs, and where you might want to post yours.

Leverage employee referrals from your current team and find ways to engage with in-person communities where IT professionals gather. Nearly all cities host hackathons and technical conventions, and IT professionals are always eager for a good lead on a good company.

Interviewing IT Candidates

The next step in IT recruiting is conducting interviews with the candidates. Let's prepare you to discuss their areas of expertise with prospective hires.

How to Prepare for the Interviews

Remember, you don't have to be an IT expert to hire IT professionals. But there are some things you can to do get started:

1. Learn the basic terminology related to the job. Read our Glossary of IT Concepts and Glossary of IT Jobs to get started.

2. Run your interview questions past your IT team. Ask your current IT team if they're appropriate for the job. Learn any technical aspects of the questions from them as well.

3. Ask a technical team member to join you in the interviews. At least for the first few interviews you tackle, it'll be helpful to have someone who's well-versed in the technologies in the room with you.

Conducting Technical Assessments

Technical assessments can reveal a candidate's familiarity with tools and hard skills. They're valuable, but don't rely on them heavily. Assessments can establish a baseline of technical familiarity, but the real problems people face on the job involve creative problem-solving and project prioritization.

There are online resources that provide coding tests, but make sure the assessment is relevant to the job. And don't get overly fixated on hard skills that can be learned or acquired on the job.

Non-Technical Questions for the Interview

Non-technical questions play a crucial role in the IT recruiting process. Behavioral questions, such as "Tell me about a time you faced a challenge in a team project," can help assess communication, teamwork, and problem-solving skills.

Use your ignorance of technical aspects to your advantage! Ask candidates to explain complex technical topics in simple terms to gauge their ability to communicate clearly. Also, watch their interactions during the interview for insights into their collaboration, adaptability, and professionalism.

Lastly, try to remember that interviewing for a job is stressful, and IT professionals aren't exactly renowned for their extroversion or social skills as a career field.

Conclusion 

You don’t need a computer science degree to hire great IT talent, you just need the right strategy. By learning the basics, relying on your tech team, and asking the right questions, you can build a hiring process that consistently attracts skilled and qualified IT professionals.  

Even once you’ve found the perfect candidate, continued skills training after they’re onboarded will help your new hire keep their technical skills sharp. CBT Nuggets offers several options to fit internal training needs, including LMS integration so you can keep tracking and reporting across all training providers in one place. 

IT Hiring Process FAQS

In conclusion, let's go over some of the most frequently asked questions about IT recruiting as a non-technical recruiter:

Which IT Jobs are Most In-Demand Today?

Cloud computing, cybersecurity, data science, DevOps, software development, AI, and network engineering are currently among the most in-demand IT skills.

How Can I Assess Technical Skills if I Lack a Tech Background?

Checking for relevant certifications, collaborating with IT team members, and asking candidates to explain technical concepts in simple terms are some of the most effective ways to assess technical skills even if you don't have a tech background.

What Should I Include in an IT Job Description?

Be clear, precise and short when writing an IT job description. Clearly state the job title, list the technical job responsibilities, list only skills and certifications that are absolutely necessary, and indicate the number of years of proficiency expected.

How Do I Collaborate Effectively with Technical Staff During Hiring?

Involve your technical staff early and frequently. Maintain clear communication and expectations with them throughout the process. Take their input seriously and make sure they understand how they might influence the outcome.

What are Effective Ways to Attract Diverse IT Talent?

Ensure your job description contains no biased language. Focus on skills, not background. Use diverse job boards and community groups to find people where they are. Be specific and explicit about your company's commitment to inclusion and equity. Highlight and promote remote or hybrid work opportunities. Collaborate with groups that support underrepresented talent in tech.