Ensuring the hiring of the right candidate in the most time- and cost-effective manner is a primary objective of any recruitment process. Successfully achieving these objectives requires an understanding of different types of recruitment, as well as knowing the difference between technical hiring and non-technical hiring.
3 Core Insights
- Technical hiring and non-technical hiring require different recruitment strategies.
- The type of role determines the hiring process and evaluation methods used.
- Partnering with an experienced recruitment agency can improve efficiency and increase success in hiring the ideal candidate.
What are the Different Types of Recruitment Processes?
There are two different types of recruitment: internal recruitment and external recruitment. During an internal recruitment process, appropriate candidates are sourced within the company. Often this can expedite the recruitment process and is part of a planned workforce approach. When a company doesn’t have an existing employee suited to the role, then they will engage in an external job search. Potential candidates could be found via employee referrals, using job boards, online advertising, at networking and industry events or by partnering with a recruitment agency.
Why Do Hiring Processes Differ?
Hiring processes vary according to different factors, including company size, industry, culture, economic conditions and the availability of top talent all influence hiring processes. As a result, a company’s context is key to which hiring process applies to a recruitment requirement.
10 Reasons for Different Hiring Processes
- Type of role and inherent job requirements
- Urgency of the hire
- Culture fit considerations
- Employer brand and reputation
- Economic conditions
- Market trends and talent pool expectations
- Candidate quality
- Risk assessment procedures
- Diversity and inclusion policies
- Company size and available resources
These ten reasons all impact a hiring approach. However, one of the most important factors when deciding on a recruitment approach is whether the role requires technical hiring or non-technical hiring. Understanding the difference between technical hiring and non-technical hiring is vital to ensuring that a chosen candidate is the perfect fit.
What is Technical Hiring in Recruitment?
Technical hiring is a specialised form of recruitment. To be successful, it ideally requires an expert recruiter, someone with industry experience and insight. This is because technical hiring is the specialised process of finding skilled candidates for roles that require specific skill sets and knowledge. Examples of technical skills include programming and coding knowledge, front- and back-end web development, experience with specific software and tools like Adobe Creative Suite or database management systems.
5 Key Aspects of Technical Hiring
- Specialised roles
- Technical experience and expertise
- Technical assessments
- Qualification and certification evaluation
- Implementation of a retention strategy
Why is Technical Hiring Challenging?
A technical hiring process can be complicated due to a few factors. Usually, a technical talent pool is limited and therefore successful sourcing of candidates requires a recruiter to contact active and passive jobseekers. Technical assessments which evaluate the application of theory, understanding of an industry and proficiency of niche skill sets are key to ensuring the most suitable candidate is chosen. This is why many companies seeking to fill a technical role partner with an experienced and expert technical recruitment agency. For example, The Key Recruitment Group specialises in Executive Recruitment and Staffing, IT and Digital Recruitment, as well as recruiting for Science, Technology, Engineering and Mathematics (STEM).
What is Non-Technical Hiring in Recruitment?
Non-technical hiring focuses on recruiting candidates for positions that do not require deep technical expertise. Instead, a primary focus within a non-technical job search is ensuring that a potential candidate has great soft skills. Examples of soft skills include strong written and verbal communication, problem-solving abilities, critical thinking, and time management skills.
Most companies have HR departments or managers that head up a non-technical hiring process. However, there are two challenges that company HR departments face if they are handling the recruitment process in-house. The first is time and capacity constraints, and the second is knowing where to look. This is why many HR departments choose to partner with a recruitment agency when they engage in a non-technical hiring process.
5 Key Aspects of Non-Technical Hiring
- Focus on soft skills
- Behavioural interviews
- Situational judgment tests, workplace simulations and role-playing exercises
- Personality and emotional intelligence assessments
- Reference checks
How Can a Recruitment Agency Improve Your Hiring Process?
Using an experienced recruitment agency can be a game-changer in your hiring process. An experienced recruiter can expedite your talent acquisition significantly – particularly when filling a technical role. A good recruitment agency will head up the entire process from start to finish. For example, The Key Recruitment Group’s expert recruiters start by understanding your hiring needs, then source appropriate candidates, present you with a shortlist, conduct employee screening (background and reference checks) and provide advice on interviewing and hiring legalities. We can also assist with interviews, salary negotiation, signing, onboarding and overseeing probation periods of new employees.
When to Use a Recruitment Agency?
Unless the company is small and operates in a very specific niche, most companies’ HR departments are focused on generalist or non-technical hiring. Therefore, if you’re hiring for a technical or management position, it is advisable to outsource the hiring process. If your hiring process needs to be expedited, your management is stretched and short on capacity or time, then using an experienced recruitment agency is also a great decision.
Why Partner With a Specialist Recruitment Agency?
A successful recruitment process, whether technical or non-technical, begins with finding the right recruiter – someone with deep industry experience, an established network and access to a wide pool of talent.
The Key Recruitment Group offers specialised technical recruitment services across IT and Digital, as well as Science and Engineering, and STEM. Our experienced recruitment consultants bring genuine expertise to every search, offering a tailored, end-to-end service that takes the pressure off your team and delivers results to the highest standard. Whether you are looking to fill a highly specialised technical role or build out a strong non-technical team, we are here to help. Contact The Key Recruitment Group today to discuss your hiring needs and find out how we can connect you with your next ideal candidate.
FAQs:
What is the main difference between technical hiring and non-technical hiring?
Technical hiring focuses on recruiting candidates with specific hard skills, qualifications, and technical expertise – such as coding, engineering, or data management. Non-technical hiring focuses on roles where soft skills, personality, and cultural fit are the primary evaluation criteria. The key difference lies in how candidates are assessed and what qualities are prioritised during the recruitment process.
What are examples of technical and non-technical roles?
Technical roles include software developers, data engineers, network architects, and STEM specialists. Non-technical roles include marketing coordinators, HR managers, sales executives, and customer service professionals. The distinction is not always rigid – some roles require a combination of both technical and soft skills.
What is the best way to evaluate candidates in a technical hiring process?
The most effective approach combines a review of qualifications and certifications, technical assessments or skills tests, and structured interviews that explore real-world problem-solving. Partnering with a specialist recruitment agency ensures that assessments are industry-relevant and that only the most suitable candidates are presented for consideration.