Rethinking the Way We Hire Tech Talent

Rethinking the Way We Hire Tech Talent

When it comes to hiring tech talent, traditional hiring methods are no longer effective. With an ever-evolving landscape of technology and an increasing demand for highly skilled professionals, organizations need to rethink how they acquire and retain tech talent.

One approach to consider is hiring for skills rather than experience. Skills-focused hiring looks beyond the usual requirements of a job description and instead focuses on the relevant knowledge and abilities needed to succeed in the role. This helps organizations identify candidates who may not have a traditional background but can still add value to their team.

In this article, we’ll discuss how skill-focused hiring can help organizations find the best tech talent and provide ideas for setting up a successful recruitment process.

What should we look for while hiring tech candidates?

Technical talent is becoming increasingly scarce based on the number of developers required to support exponential growth and demand for software and digital solutions. As companies and start-ups compete for developers, it's time to rethink how they attract, hire, develop and engage the best talent.

Here are a few things companies should consider when considering how to build their tech teams in 2023 and beyond. When hiring tech candidates, it is essential to look for a combination of technical skills, experience, and personal characteristics.

  • Technical skills: Technical capabilities remain the foundation of any successful tech team. Therefore, it's essential to hire individuals with technical chops to contribute meaningfully to the project. For example, if you're looking for a software engineer, make sure they have a good understanding of coding languages, databases and development tools.
  • Experience: While technical skills are essential, experience is also an asset when hiring tech talent. Look for candidates who have worked on similar projects in the past and can bring their knowledge and experiences to the table.
  • Personal characteristics: Personal characteristics can be just as important as technical skills and experience when recruiting tech talent. Look for candidates who are creative problem-solvers, excellent communicators, possess strong leadership qualities and show passion for their work.
  • Adaptability: Technology is constantly evolving. You should look for candidates who have a track record of quickly adapting to new concepts and tools, as well as those who are comfortable with learning on the job and embracing change. These traits can help your organization find the right tech talent to drive innovation and build an effective team.
  • Cultural fit: If a candidate doesn't fit your organization's culture, they may not be the right person for the job. Look for candidates who are a good match with your team's values and can contribute to an atmosphere of collaboration and innovation.
  • Communication skills: The ability to communicate and collaborate effectively is essential for any tech team. Look for candidates who have excellent communication skills, are able to explain technical concepts in plain language and can work well with others.
  • Passion: Look for candidates who are passionate about technology and are always eager to learn new things. This kind of enthusiasm and energy can help fuel innovation and collaboration within the team.

Overall, it is important to evaluate candidates holistically and not just on their technical skills alone, as soft skills and experience can be just as important for success in a tech role. Setting aside vanity metrics such as a top university degree, recruiters should focus solely on what specific skills a new employee brings.

Why should we rethink the way we hire tech talent?

There are several reasons why it is important to rethink the way we hire tech talent:

  • Talent shortages: There is a high demand for tech talent, and competition for top candidates is fierce. Rethinking the hiring practices can help us identify and attract top candidates.
  • Diverse hiring: To create a more inclusive and innovative workforce, looking beyond traditional hiring practices and seeking candidates from diverse backgrounds and underrepresented groups is important.
  • Remote hiring: With the shift to remote work, traditional hiring practices such as in-person interviews may not be as effective. Alternative hiring methods, like remote interviews and project-based assessments, can help identify top candidates.
  • Credentials vs skills: A traditional focus on credentials such as degrees and certifications may not accurately reflect a candidate's skills and abilities. Focusing on skills and experience can help identify candidates who can make valuable contributions to a team.
  • Keeping up with technology: Technology is constantly evolving, and it's important to hire candidates who can keep up with the latest developments and adapt to new technologies.

By rethinking the way we hire tech talent, organizations can be put in a better position to find and retain top talent. This not only helps create an innovative and productive team but also creates a more inclusive and diverse workplace.

Leverage Data Analytics and Automation

Data analytics and automation can also help streamline the recruitment process. Automation tools such as applicant tracking systems (ATS) and talent management platforms can help recruiters quickly filter through resumes and find top candidates, while data analytics can provide insights into which hiring practices are most effective in finding the right tech talent. Utilizing these tools can help organizations save time and resources while still finding the best talent.

For instance, data analytics can help identify which job boards and recruiting strategies are most successful in finding qualified tech talent. At the same time, automation tools can quickly filter through resumes to find the right candidates. Furthermore, leveraging data analytics can help with diversity initiatives by helping recruiters track progress towards creating a more inclusive team.

Some of the best examples of companies leveraging automation and data analytics for their recruitment process include Google, Microsoft and other large tech companies. By utilizing these tools, they can quickly identify top candidates and create an efficient hiring process.

You can also utilize the tech talent from B2B resource sharing platforms like ResourceQueue where it is easier to hire developers on contract basis to complete your projects


Hiring tech talent that can help drive innovation and collaboration is essential for success in today's tech-driven world. Rethinking how we hire tech talent by focusing on skills, experience, and diversity can help organizations identify top candidates and create a more inclusive team. By utilizing these strategies, companies can create an efficient recruitment process that helps them build a successful and diverse team of tech professionals.

Get great articles direct to your inbox

The latest Resourcequeue news, articles, and resources, sent straight to your inbox every month.