Recruit developers without knowing the technology!
Many recruiters find it difficult to identify the right developer. You know how important it is to find the right skills and experience. Unfortunately, one's own technical knowledge is often limited, making it challenging to be able to correctly assess the candidate. This fact may be difficult, but not impossible. The key to evaluating candidates whose technical expertise exceeds your own lies in three things: forming a good relationship with the specialist department, asking lots of questions, and respecting what you don't know.
Whatever you do, never underestimate the value you have in the recruiting process. Essentially, your task is to condense the pool of candidates for the specialist department as best as possible. While you don't understand the intricacies of programming or network architecture, you can still qualify developers based on cultural fit and experience. In my opinion, you don't have to understand how to develop an app in Java to identify a strong developer. You can chat with the candidate about fundamentals and their role in previous projects to gauge passion for programming. What they cannot do is evaluate the code from the technical applicants, this has to be done by the specialist department.
Work closely with the IT department from the start to understand the dynamics of the job to be filled. How is the role embedded in the overall team and what are the key technical requirements.
Don't wait until a position becomes vacant to ask colleagues about their jobs or ways of working. If a special role needs to be filled, understanding the various facets of the job pays off.
Know your candidate
Another important aspect is recognizing the strengths that a serious candidate must bring to the table. It is important for you to understand what motivates and drives a developer, for example to be able to work on important projects or to solve difficult problems. Recognizing such traits is often more important than understanding the dynamics of specific skills. Before you pick up the phone, also review the candidate's GitHub profile and other portfolio materials. The fact that many programmers are willing to share more than just their CV can make your job easier. During the interview, it's a good idea to be open about your role and the limits of your technical knowledge. Still, follow the latest IT industry news by following the same forums as your development team. This allows you to develop a basic understanding of the work and better understand the mindset of the role.
Ask questions... Lots of questions
It's important to ask lots of questions to the IT lead and development team. However, many recruiters are afraid of doing this due to the possible loss of face.
Figuring out exactly what makes a successful candidate is crucial. A senior Java developer doesn't work well in every environment. It is therefore not only about the skills, but also about the way in which they are used. A big mistake that can be made is to only look at the candidate's skills and nothing more.
