Comprehensive Tech Recruitment Guide For Non-Tech Recruiters


A Tech recruitment process for non-tech recruiters might sound strange to you, but it is not impossible. The skills gap in tech and IT hitting new peaks are a new issue. The companies are under even more pressure and stressed to optimize their tech recruitment funnels. Hiring managers and recruiters will be shouldering this burden. 

Are you a non-tech recruiter? Do you have little tech info? This might be difficult for you to select candidates. It would be tough to make a decision between strong candidates and those who do not have any tech skills. Is this difficult? Yes! But this is not impossible.

Here, you are going to witness a full tech recruitment guide for non-tech recruiters. I will put this important info to help recruiters find the best tech talent.  

Who is a Tech Recruiter? 

A tech recruiter is one who is responsible for the entire recruiting process of top tech talent in a firm. They hire employees like a tech architect, programmer, or analyst. In the tech recruitment process, a technical recruiter's job is to source, screen, and filter the candidates. Also, recruiters extend offers and also take interviews in the tech recruitment process. They keep all these tasks among the hiring managers for tech roles and all candidates. 

At this time, when talent demand is constantly going up, a tech recruiter is of high value. In other words, tech recruitment is in the driving seat of the talent acquisition process. A tech recruiter needs to enhance with the changing technology in the tech recruitment process. Changing technology includes the latest trends and skill needs. Also spending time learning new things.

Tech Recruitment Vs. Non-Tech Recruitment 

What is the actual difference between tech recruitment and non-tech recruitment? What do tech recruitment and non-tech recruitment process look like? Let's start with the basic terms. So, what is a non-tech recruiter? Mainly, their role is to connect with the best candidates and fill current open positions. They try to reach out to perspectives both online and offline. Once they get in touch with the candidate, it is up to the recruiter to manage the entire process ahead. It is up to them to take charge of resumes and screening forms. They will decide how to offer support to their hiring managers. And how to coordinate with the entire team. 

Now, let's talk about the tech recruitment process. In this process, recruiters are expert in IT roles. These recruiter's responsibilities include a lot more sourcing. In simple words, the market is quite bold. And the demand for experienced tech experts is increasing day by day. That is why every IT company, needs a hiring manager and recruiting professionals. And we see that every single recruitment agency depends on social media, career pages, and job boards. But the truth is attracting top candidates is quite challenging.

Some things are the same in both tech and non-tech recruitment. Both types of recruiters share some common traits. In fact, both are pleasant, great talkers, and great listeners. But the main difference is the profile type. Profile of the applicant that both types of recruiter’s source and hire. And also, the challenging skills these hiring processes require.   

How to Build a Tech Recruitment Process? 

The tech recruitment process covers all the elements of the tech recruitment process. Starting from the job description to hiring the candidates. As a non-tech recruiter, you must read this section. Here are some of the tactics on how you can build tech recruitment strategies. Also, you would be able to know how to improve the recruiting metrics without being a tech expert. 

Find Your Targeted Audience

The key part of the tech recruitment process is finding the actual target audience. Your job ads might attract unfit candidates. You might post multiple ads on different job portals to attract top talents. 

Figuring out your targeted audience in the tech recruitment process is very important. The target audience helps in job marketing efforts to the channel that offers the most value. For example, suppose you want to hire a junior-level software designer. So, recent fresh graduates from software engineering would be the right choice as a targeted audience. Thus, you can add most job fairs to your list. This way, knowing the audience should be the main part of your tech recruitment process

You Should Design a Testing and Screening Process

Before approving the tech recruitment process, you should have a clear idea of how applicants should get evaluated. Experienced recruiters first plan their tech recruitment strategy before advertising their job vacancies. They plan the whole strategies to prevent any delays following applicants' applications. 

Engaging with candidates for their tech skills can be challenging, even if you come up with the same relevant questions. For non-tech recruiters, the process might be complicated. You might not be in an accurate position to judge the candidate's responses. 

There is a skill assessment platform like WeCP - We Create Problems, which can genuinely help recruiters out. These tools like WeCP help in the tech recruitment process. With this tool, recruiters can design specific custom assessment tests. This platform scores a particular candidate and checks them out across multiple metrics on its own. In the tech recruitment process, recruits can plan assessments that should be based on multiple categories such as skill, areas of work, job type, and more. 

Create Job Description to Attract the Best Tech Talent

An effective job description can easily attract many candidates. But a few of them will have the skills and talent you are looking to hire. A good job description indeed cuts down your tech recruitment efforts. If you create a job description using relevant terms, you can attract the best tech talent. Also, you can discourage ill-suited applicants from applying. This improves the quality of your candidates. 

Thus, a good and relevant job description (JD) can go a long way so that you can attract an ideal candidate for your company. It is also advised to you so that you can maintain the briefness of your job description. And, don't forget to avoid the inclusion of any needless info. This way, a relevant JD plays a very important role in your tech recruitment process

Invite Successful Candidates for An Interview 

Firstly, you choose the candidates for the interview stage in the tech recruitment process. Then you need to organize the interview. Face-to-face interviews are well known for their advantages. Remote interviews show more diversity in hiring and invite candidates at lower costs. 

With remote interviews, recruiters or hiring managers can conveniently assess candidates located far away. A virtual face-to-face interview provides a recruiter an option to record a specific interview session. Also, evaluate applicants from a fresh perspective post-interview.

Bonus Points to Completing a Tech Recruitment Guide for Non-Tech Recruiters

If you wish to build an effective tech recruitment process, you have to follow specific steps. Make sure to properly understand the following steps. Get an excellent outcome and a prosperous new tech recruitment process:

  • First of all, you need to find your targeted audience. 
  • Then, do not forget to plan how your applicants would be evaluated. Remember to explore tech skill assessment platforms. 
  • Create a relevant job description. Make it brief. Make sure to spot any gaps, vague phrases, and paragraphs.
  • You must remember to keep the conversation going. Update each candidate in your pool regularly about their progress. You need to give relevant and objective feedback. 
  • Don't forget to avoid generic mail that doesn't offer accurate comments about the candidate's knowledge, their performance, and the impression they have made. 

Final Words

After becoming a great tech recruiter, you don't need to have plenty of tech knowledge. Follow the instructions in this full blog we shared. Using a tech recruitment platform, you will see streamlining your recruitment process is quite possible. If you are still confused about tech recruitment, we would be happy to help you out. You can visit our official website, "E Global Soft Services," to fulfill your recruitment needs.

An IT or tech recruitment process deals with different types of IT needs. recruiters look after the skills such as PHP, Oracle, SAP, Java, Net, Embedded, SEO, Digital Marketing, etc. At the same time, Non-IT Recruitment is basically recruiting in almost all the sectors other than the IT sector.

There are the following 12 types of recruitment process available:

  • Direct advertising.
  • Talent pool databases.
  • Employee referrals.
  • Promotions and transfers.
  • Employment exchanges.
  • Recruitment agencies.
  • Professional firms.
  • Boomerang employees.

In the tech recruitment process, the recruiter handles all aspects of the sourcing. They hire IT experts, to fill the vacant job positions. In the tech recruitment process, a recruiter works to recognize and fill job openings. Also, interview qualified candidates, and keep records of their applications.

In the tech recruitment process, recruiters test the skills of a candidate. Whereas HR allocates them to a specific job role. The recruiter or a hiring manager receives the data on job vacancies from the HR department. Then they create the applicant's recruitment and interview process.

Following are the few skills required for the tech recruitment process.

  • Written and verbal communication skills.
  • ATS and Microsoft proficiency.
  • Critical thinking.
  • Excellent social skills.
  • The ability to negotiate.
  • They figure out a person and a situation perfectly.