Technical Recruiting is Adapting

Technical recruiting changes as often as software is updated. It is revised and reinvented to keep in line with technological advancements. It use to be a simple process getting hired at a tech company. All that was needed was a desire to learn. However, in meeting the needs of clients and changing requirements delivering technology at a more rapid pace requires more than just a desire to learn, it requires an understanding of technology and a personality that is driven to succeed. As a result, resumes are sourced for technology keywords to identify candidates with the right technology skill sets, then there’s phone interviews and technical video interviews designed to confirm those skill sets, and then there’s online assessments and in-person interviews to assess team fit, but the process doesn’t stop there. After a candidate has been identified there’s the on-boarding process which includes reference checks, background checks, and finally a formal offer with a contract period to ensure that they deliver quality work before receiving a permanent offer.

As we look toward the future we will see an increase in recruiters applying psychological assessments aimed at quantifying specific skill sets known to influence team performance, team behavior, and product output. Organizational leaders are constantly seeking ways in which they can hire talent that will keep them in the driver’s seat as technology continues to advance. Even in the turn of 2016 we are already seeing a rise in a data driven approach to hiring talent. It’s all a part of an evolving human capital management (HCM) system. However, even with all of the technological advances and tools used to support technical recruiting, such as an applicant tracking system (ATS), it’s important that technology leaders are improving their psychological skills sets in addition to improving, learning, and engaging technologies.

As the technical recruiting process advances to quantify and identify correlations between candidates and performance expectations, the ability to hire based on cause and effect could become the most significant component in identifying candidates that are statistically expected to deliver the best outcomes for a given project. Technology teams who produce recognizable work will likely become the basis for measure and their level of performance could become the expectation that will be calculated and sought after in other teams.

The evolution of technical recruiting could lead to greater opportunity for everyone involved as it enables leaders to identify training opportunities that could hone psychological skills as well as technical skills. Combined these could be applied to help develop teams in areas never before considered. The data could define and lead the way to greater innovation and a happy and healthier work environment where everyone hired to a team plays a role greater than their knowledge alone; a psychological role that influences team success.

Author: Dr. Eduardo Diaz, helping you exceed expectations.