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Strategies to hire tech talent for non-technical companies


Digitization has encouraged every industry to incorporate technology in their crucial business processes. Due to drastic technology usage in different businesses and industries, tech talent requirements have also increased.

According to research by Dice, tech talent needs and related job postings have enhanced by 73% in the past year.

Industries like consulting, finance, healthcare, manufacturing, and retail sectors demonstrate a high-tech demand to automate everyday processes that help the new-age workforce.

A few strategies that can help non-tech companies hire tech talent are listed below.

Requirement analysis

Identifying technology infrastructural needs and areas of improvement help non-tech companies clarify roles they need to hire for. These roles may include data analysts, software developers, quality analysts, and cybersecurity experts. Knowing specific tech roles helps identify the experience, knowledge, and education of suitable candidates.

Competitive benefits

Multiple tech job openings have created an employee-driven market for tech candidates. Competitive salaries paired with additional benefits help recruiters attract top tech talent. It improves retention rate, onboarding experience, and employee satisfaction in the long term.

Tech-based talent acquisition

Using technology in different phases of recruitment delivers a better candidate experience. For example, assessments in the initial stages improve the candidate selection process. Candidates can seamlessly navigate the assessment, mark relevant answers, and receive results on time.

Siddhartha Gupta, the CEO of Mercer | Mettl , says, “Five years back, people were unaware of the technology tools available for assessment. Now, every talent acquisition firm has some sort of tool. If you don’t, you will be considered historic.”

Hiring teams can leverage text-powered workflows, conversational AI, automated scheduling and reminders, and online tech assessments to streamline recruitment processes and hire top tech talent.

Soft skills evaluation

Non-tech businesses require tech talent to communicate and collaborate with the non-tech workforce. Therefore, hiring candidates with relevant soft skills may ensure both technical and cultural fitment. Skills like strong communication, problem-solving abilities, and critical thinking ensure successful outcomes and smooth stakeholder communications.

Promising career growth

Growth, innovation, leadership, and learning are important pillars of career progression. Candidates are driven to make a difference and create something meaningful that contributes to a larger mission when they envision personal growth with the company. Therefore, hiring managers need to create a work environment that enables developers and engineers to be part of the creative process. They should be offered relevant learning opportunities and internal mobility options.

Tech assessments

According to a Mercer | Mettl survey, organizations that assess technical skills through a combination of multiple-choice questions and coding simulators experience a 63% success rate.

Using coding skills tests for hiring top tech talent helps non-tech companies assess candidates’ knowledge and experience. Mercer | Mettl’s coding tests evaluate candidates for different job profiles, such as front-end developers, back-end developers, and data scientists. The extensive range of coding simulators and assessments shortlist candidates based on their core skills, such as HTML, JavaScript, AJAX, etc. Therefore, technical screening is an effective filtration technique for non-tech businesses to distinguish candidates who qualify for a job role.

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