A Guide To Hiring The Best Tech Talent

April 24, 2022 0 Comments


The race to hire the best tech resources is getting tougher by the day as there is a growing demand for talented IT professionals in all sectors including education, government, and business.


The shortage of skilled tech talent has made the job market increasingly competitive. As a result, it has become difficult for companies to find and hire tech geniuses.


In this blog post, we have detailed a comprehensive guide to hiring the best tech talent.

Use Your Network To Find Talent

So, you've decided to hire a new member of your tech team, and you have no idea where to start! Reach out to your networks personal and professional to get the word out. Use social media to find new talent, whether it be through LinkedIn or other career-centric platforms like GitHub or Stack Overflow. You could also consider using a hiring agency, particularly one that specializes in working with startups such as www.plentytechjobs.africa.

When you're starting to narrow down candidates for an interview, make sure you're not just interviewing people who look like you. There are many different ways to create inclusive hiring practices (for example: including pronouns in your bio on social media or making room for discussion about mental health during interviews). Make sure that whoever is doing the interviewing is trained in these methods so as not to inadvertently make anyone feel excluded. It's also wise not to hire friends or family members; there's a good chance that causing an uncomfortable work environment for them will create even more tension between people close to both of you.

Use A Technical Assessment To Validate The Candidate's Skills

Whether you’re hiring for a junior position or a programming pro, the best way to evaluate their technical skills is with a technical assessment. These tests offer an effective and efficient way to confirm proficiency in whatever field you’re hiring for plus they can also save both you and your candidates time.

  • What Is a Technical Assessment?

  • A short quiz designed to help hiring managers confirm whether or not a candidate has the necessary skill set required for the job. The test usually involves multiple-choice questions, coding challenges, or scenario-based questions that will measure their understanding of important concepts related to the role.

  • Why Are They Important?

  • Technical assessments are great because they allow you to quickly determine whether or not someone has the right skills before bringing them in for an interview. More importantly, they only take up a fraction of your team’s time which can be especially helpful if you have multiple openings (or are working on tight deadlines).

  • What Kind Should You Use?

  • There are tons of different types of technical assessments out there; but generally speaking, it’s important that whichever one you use is representative of what your day-to-day looks like at work. If any part of your job requires coding interviews or projects, then using a tool that mimics this workflow would be ideal. For example, if GitHub is the primary platform on which your developers collaborate, then sourcing potential hires from GitHub might be beneficial since those who get hired will already be familiar with how to use it and won’t need as much onboarding time!

Hire For Attitude, Not Skills

When it comes to hiring talent, you might think that it's best to hire for skills. But looking for candidates whose attitude is a good fit for your company culture can help you find people who are motivated and passionate about their work. If that's what you're looking for from employees, then hiring for attitude will make more sense than hiring for skills, which can help identify people with the right knowledge and experience. That said, if you want both qualities in your employees, there are plenty of ways to find them and they don't have to be mutually exclusive.

Don't Ask Too Many Questions In One Interview

First, you want to make sure that the candidate is the right fit for the job. Therefore, it's essential to ask open-ended, non-judgmental questions. You can ask about past experiences and how they relate to the job, but do not ask about specifics. This is where asking one question will help keep all candidates on the same page. Second, be wary of hiring someone who may not be a good fit for you or your company. Interviewing everyone means that you can't know what each candidate will add to your team until they have had a chance to contribute.

Lastly, make sure to get at least two interviews with each candidate before making your decision. That way you'll have time to really get an idea of their character and skills. It also gives you a chance to check out other potential candidates as well; if another interview turns out positive or negative in comparison with others, that could affect your final decision as well.

Provide An Accurate Job Description

Every job description you’ve ever read has probably sounded the same. “We’re looking for a candidate with at least X years of experience in Y field, and Z skills. A successful candidate will be self-motivated, a team player, possess excellent communication skills…etc. etc.”

However, not every company takes into account how important it is to write a job description that waits for it to actually appeal to candidates! It can be easy to write one off as just a way of communicating qualifications and expectations to new hires. But it also plays an important role in attracting top talent by engaging them right away, before they even think about applying or interviewing for the position at hand. Effective job descriptions give candidates an exciting picture of what their day-to-day might look like in their new role; they help them envision themselves excelling in this new environment and contributing meaningfully to their employer’s mission statement.

Focus On Culture Fit But Don't Hire Based On Culture Fit

  • As a hiring manager, you should be as committed to finding the right person for the role as you are to finding the right person for your team. Sure, it's easier to hire based on culture fit. It can even be tempting to hire someone who reminds you of yourself or one of your existing team members. But that means you run the risk of creating a homogeneous talent pool from which your company will never benefit.

  • And no one wants to be hired for their diversity factor. People want to know that they're being considered because of their skills and experience, not because they check off some box in an Excel spreadsheet somewhere. If you do decide that culture fit is important, ask yourself what elements comprise your company's culture and why it's worth preserving them at all costs."

  • "The best way to help ensure you're making an informed hiring decision is by giving each candidate a sample project a daily task related to the job they'll perform if hired. By completing this project, applicants demonstrate what kind of work they produce if given complete autonomy and independence."

Be Surprised Or Impressed By The Candidate's Answers

Be prepared to be surprised.

It's important to remain open to the candidate's answers.

In fact, you should ask questions that get them to elaborate on their responses.

Understand What Motivates And Inspires The Candidate Before You Interview Them

Your first step to finding the best tech talent is to find out as much about that person as you can.

  • Understand what motivates and inspires them.

  • Identify their passions and what they're good at.

  • Learn what they value, both in the short-term and over the long-term.

  • Determine their career goals, their life goals, their work-life balance, etc.


You, the entrepreneur, are the best person to motivate yourself. You understand your goals and desires better than anyone, so you will be more effective at inspiring yourself to achieve them than someone else will ever be.

But how do you do it? How can you ensure that your self-talk is internalized and results in positive action rather than feelings of guilt or inadequacy?

The following ten tips should help:

  • Pay attention to your self-talk. How do you talk to yourself when things don't go as planned? Do you say something like "You can do it! You're going to get this done!" or do you beat yourself up by telling yourself that "I'm such a loser! I'll never achieve anything!" Be cognizant of the way that you address yourself internally, both when things are good and when they aren't.

  • Don't put pressure on yourself unnecessarily. It's important for your self-motivation that comes from a place of kindness rather than intimidation or fear mongering. It's okay if things don't go as planned if they did every time, there would be no need for motivation in the first place! If you find that your attempts at motivation are making you feel down on yourself and overwhelmed with guilt instead of energized, take a step back and try again later with a more positive mindset.

  • Understand what motivates YOU (and keep track of it!). Everyone is motivated by different things while some people may find an inspirational poster emblazoned with a motivational quote helpful, others may find those same posters cheesy or irritating