How to Spot and Secure the Right Tech Talent for Your Team

Do you ever take a step back from your next-gen smart toys and consider all of the new technological advances that we develop and adopt every day? Think about all of the tools that we gain both personally and professionally from these continuous modern upgrades. That’s why it should come as no surprise that the technology career sector is growing quickly to meet the emerging needs of businesses!

But when it comes to finding the right talent to build, manage, and protect our sensitive systems where do we even start? With all this emphasis on constantly evolving technologies, navigating the candidate pool can be intense and a bit daunting if you aren’t sure of what skills you need to move your business forward.

Have no fear – we are coming in hot with some of the most necessary tech jobs that recruiters are hiring for…and what qualifications you’ll need to focus on to find the perfect fit!

Security and Risk Management

Fake news, bots, and hackers, OH MY! There are so many potential threats to sensitive data and personal information out there that it can be hard to stay above water! IT security and risk management is becoming an increasingly popular field, and related roles are even more challenging to fill with the right candidate in this modern job market.

What to look for: Strong background in information systems management and data protection; IT support and software development experience; critical thinking and problem solving; expertise in regards to risk management practices; strong analytical and mathematical skills; bachelor’s degree in computer science; relevant certifications such as CISA (Certified Information Security Auditor), CISM (Certified Information Security Manager), or CRISC (Certified in Risk and Information Systems Controls)

Business Intelligence and Data Scientist

So many numbers. So much data. You can almost go into information overload! Having someone in business intelligence and data science dedicated to gathering, processing, analyzing, interpreting, and acting on the copious amounts of data is crucial to keep up with modern competition.

What to look for: Database query optimization skills; in-depth knowledge of BI technologies; programming languages; data warehousing and management experience; strong analytical and mathematical skills; ability to communicate and present findings clearly and effectively; master’s or Ph.D.

Engineering Management

All skill and no direction? Or all direction and lack of skill? This role requires the right mix of technical expertise and project planning to successfully meet objectives and deadlines. Engineering management is one of the top careers in the tech field and also one of the most difficult to fill! Not only do you need to have the ability to create, but also the skill to direct and lead a team.

What to look for: Design experience; in-depth background in process, mechanical, or electrical engineering; strong analytical and mathematical skills; management or leadership experience; proven problem-solving chops; master’s degree

IT Architects

Considered unicorns in the tech space, IT Architects offer up a variety of critical competencies, advanced technical skills, and high-level foresight and vision. These architects set the stage for future developers and play a significant role regarding design, analytics, and solution stages.

What to look for: Design experience; analytical and mathematical skills; service mapping knowledge; enterprise experience; project management skills; enterprise architect certifications such as a CTA or TOGAF 9

*note that candidates with a bachelor’s degree in computer science or software engineering are favorable for systems architect roles.

How To Score This Valuable Tech Talent

Now that we know what some of the most difficult tech jobs to fill are, here are some ways to secure the top talent you need!

1.  Be clear in job descriptions ‚Äì It‚Äôs important to hit every point that you‚Äôre looking for, but don‚Äôt overreach. This can scare strong potential candidates away from applying to the position. Be realistic in the expectations for the job and take the time to consider the skills that are absolutely necessary versus those that are preferred.
2. Move quickly with the right talent ‚Äì So you caught the candidate‚Äôs eye, moved them along through the hiring process, and then suddenly stopped to consider alternative recruiting paths. Dragging out the process can be just as damaging to your talent hunt as a poorly written description. Keep a clear line of communication open and update your candidate on where you are in the process ‚Äì radio silence can give the impression that the organization has poor management practices.
3. Be flexible in your interviews ‚Äì Don‚Äôt rely too heavily on a strict list of interview questions! Sure, it is important to inquire about hard skill level and certifications, but be adaptable and ask the candidate behavioral follow-up questions to get a real sense of who they are as a person and a worker! Sticking to a checklist of questions is rigid and will kill the natural conversation vibes that really get candidates excited about their potential with your organization.
4. Work your perks ‚Äì Showing off your balance and flexibility as an employer is key. AKA, don‚Äôt tie your techy talent to the desk, and on the other hand, don‚Äôt leave them on their own to work remotely! Tech professionals want to feel like they‚Äôre part of a rich company culture, and with that comes the need for flexible scheduling. This goes hand in hand with respect for work-life balance and employee trust.
5. It‚Äôs all about the vibes ‚Äì Making sure there is a good company culture that has respectful and open communication, collaboration, and trust is a must! Ask the candidate what environment they work best in ‚Äì is it an open office concept? Or a workplace with closed doors? A comfortable workspace can help tech professionals maintain their focus and drive motivation ‚Äì as an employer you just have to demonstrate that you care.

The race for top-notch technology talent will only continue to speed up and become more competitive. Staying up on current trends and organizational needs in the tech space can help you stay ahead of the game when it comes to recruiting the right talent in the coming years!