The Challenge in Technical Hiring
All companies do their best to hire talent that’s capable in the technology they need. They go through their human resources department, which has many other responsibilities and not necessarily a solid understanding of the specifics required when dealing with technology hires. Their focus is on the corporate culture, dealing with conflicts in employee relationships, and working with job hiring and retention. When a hiring manager sends in a job request for a Network Engineer, do they understand what that entails? What about a software engineer dealing with a specific stack of technology?
When dealing with technologies and corporate culture, it becomes a little more difficult to find the right person for the job. What are the baseline skills needed to perform the job? Is it a mature environment with more maintenance than support and troubleshooting? Is the business growing rapidly and does the person need to be able to think on their feet or are they dealing with general day-to-day support working with business users, physical devices, and applications? Will the developers be adding functionality to the existing application landscape or will they be handling a new application build?
When looking at resumes, companies are using artificial intelligence (AI) more and scanning resumes for keywords. One job posting may have hundreds to thousands of applicants depending on the market, location, and posting. Glassdoor conducted a survey and from 250 resumes, four to six candidates will be interviewed and one will be hired.
While AI will be able to search for specific keywords in a resume, can they truly help with getting the best candidates? AI speeds up the process but lacks missing the human contact needed to flush out the actual understanding of the skill sets of the candidate. AI may miss a qualified candidate because some technical candidates may not have the corresponding keywords in their resume, in spite of doing that job day-in and day-out. For example, when looking for a network engineer, you may need someone experienced in working with a specific vendor’s device. If you look for candidates only with “Juniper” experience, you may miss all the candidates experienced with similar devices. Companies may be overlooking candidates that could perform well in their corporate culture, though they may need a small amount of time to get up to speed supporting the environment.
Derrico Computers technical screeners are all technology specialists working in the IT field. We can talk with candidates dealing with specific technologies and help the hiring manager understand the true skill set of the candidate.
Derrico understands all aspects of dealing with technology across vendors and can provide a comprehensive assessment of the overall knowledge of the candidate. Without a thorough assessment, a human resources manager may hire a candidate who ticks all the boxes in the initial interview, but once in the job can’t learn fast enough or handle the specifics of the job. It can save your company time and money to use a technical screener to help find a qualified candidate who is able to ramp up quickly and provide the support your company needs.
Let Derrico help you with your candidate screenings and get the best candidates for your company.