In the digital world, IT (information technology) skills are in great demand. And attracting the most skilled tech employees requires effort, time, and tenacity. However, being a non-tech person trying to communicate with engineers can be
tricky. Because Non-tech persons and engineers have a very different definition of the word automation.
As a non-technical start-up founder, you have to hire a tech person to get your business off the ground. But how you are going recruiter those engineers you need when you don’t how to ask tech questions?
Well, it comes up with three things: what exactly are you looking for, delivering an irresistible pitch, and most important asking the right questions.
The first step would be – identifying what kind of talent you really need. If you don’t start with an ideal candidate profile, then it will be impossible to hire the right fit for your company.
Start by exploring your own network. Explain the tasks to your tech friends so that they can understand what kinds of tech developer you need. For example, if you want your product to reach your product to a big audience, you need to analyze data. It means you need a data scientist.
I would suggest you, gradually builds a profile. Do you need to develop an android app? If so, then you need android app developers who are very familiar with Java programming. If you want to create a website, you need full stack developers who are familiar with Python & Django or JS React developer. For work with databases or search engines, you will need a system engineer.
Once you’ve done with identifying the role of requirement, you are ready to search. First, set up a new inbox, so the recruitment message doesn’t clog your primary email. If you are recruiting candidates very first time, then don’t use LinkedIn for hiring – it’s too spammy and impersonal.
Make a pitch packet. Compile a packet with the candidate profile, an elevator pitch about yourself, a brief description of your start-up, about your team quality, and work flexibility. You need to know that Top-skilled candidates will have multiple opportunities, so your pitch packet must be attractive.
Publish content. For your information, your pitch packet is an active approach, which is pretty much required. But you need a passive strategy too. Frequently publishing content in channels, it is a high possibility that your candidate is going to read it in order to position your start-up as top employer. Publishing on LinkedIn and TechCrunch would be a great idea – but you should also submit some niche sites such as Reddit, stack overflow, and hacker News. If you are uncomfortable with your writing, hire a person who can help edit your writing.
Outreach. Having an attractive pitch pocket, explore your network, and seek who matches your ideal profile which you have written.
Initially, you are going to review their profile and ask about the candidate’s hobbies and work experience, and many more. It is called non-technical interviews. In the interview, you are going to ask some questions like
Hiring before technical engineers, you should work with advisors or team members to test recruits. It would be great if your old friends or colleague can allow you their own company to work with team members. In this way, you can get a tangible idea of how they perform in the role before bringing them on full-time. I personally would like to say, do the in-person interview first get the candidate excitement. Of course, if a candidate won’t pass the technical round, then We will give them feedback and let them know if you need such kind of talent in the future, you will give a call.
Bottom line: In order to hire the right candidate, you have to own a creative approach. You can also hire based on what you have experienced in past.