Is there a difference between technical and non-technical recruitment?

Technical recruitment is very much skill based. The term itself - technical recruitment - is most widely used with regards to IT recruitment but is not limited to it: there are plenty of other non-IT technical and engineering positions.

A technical recruiter needs to be competent in the terminology and have a deep understanding of the needed skills and experience. It is not uncommon for technical recruiters to have taken coding lessons and/or researched necessary skillset thoroughly – they really need the ability to accurately assess candidate skills.

While recruiting for IT roles, the evaluation of candidates is mostly based on their proficiency in specific programming languages, specific technologies, system administration, network management etc. And the interest of candidates grows exponentially when the tech stack is interesting/new/popular.

Similarly with engineers in other fields, with legacy /outdated technology the interest drops and motivating with much higher salaries works only so long. Tight cooperation between the hiring manager and technical recruiter is essential, as responsibilities and tasks differ significantly between seemingly similar technical roles depending on the technology stack of the company. Skill-based hiring also means that the use of homework/solving technical problems is more widespread than in other industries.

General recruitment relies much more on targeting previous industry experience, competencies and qualifications, not so much on a specific set of technical skills.

Personality and communication skills are more important than within technical recruitment. For the same reason, the recruiter does not need to have detailed knowledge of the position-specific technical skills.  Finally, executive recruitment is a specialized subsection of general recruitment which deserves a separate discussion (and we will surely address it at some later point in time).

(PS, Talent Trackers has researchers and recruiters working with us from both worlds: experienced generalists (including executive recruiters) and competent IT recruiters! We can help you with research and recruitment in whole Europe, with Germany and Nordics being in focus. Check our services or contact directly) 

To illustrate, the main differences :

• Skillset and Expertise

Tech: Candidates are sought with specialized IT field, such as programming languages, software development, cybersecurity, data analysis, networking. For IT recruiters the focus often lies in assessing candidates’ technical proficiency and familiarity with specific technologies.

Non-tech: Wider range of roles for various industries, for which specific technical skills are not primary. Candidates are evaluated based on their domain-specific knowledge, industry experience and soft skills.

• Job Descriptions and Requirements

Tech: Detailed technical requirements, programming languages, software tools, and certifications. Experience prevails, educational qualifications are (mostly) secondary

Non-tech: Requirements emphasize industry knowledge, communication skills, interpersonal skills, management abilities, and other non-technical qualities relevant to the specific role.

• Sourcing Channels

Tech: LinkedIn, technology-focused platforms, online coding communities, and technical job boards are one the most sought-after avenues by IT recruiters to identify potential candidates with the right technical skills.

Non-tech: In addition to LinkedIn, candidates are sourced from a broader range of platforms, including general job boards, industry-specific networks, and traditional networking events.

• Evaluation Criteria

Tech: Candidates are evaluated through technical tests, coding challenges, and technical interviews to gauge their problem-solving skills, coding abilities, and technical knowledge. Communication skills, values, leadership potential etc. comes secondary

Non-tech: Along with their expertise in their specific area, assessment includes communication skills, leadership potential, adaptability, and alignment with the company’s values and culture. Personality and IQ tests are used.

• Salary and other compensation

Tech: Salaries are generally competitive, especially for experienced IT people. Location and industry become secondary, as most IT jobs can be done remotely. Compensation packages can be highly customized and include benefits that are important for a certain candidate.

Non-tech: Compensation is widely based on the industry, position, and location and usually not individualized, apart from executives.

• Contracts

Tech: In addition to traditional employment contracts, service contracts and subcontracting are widely used (especially in the remote working cases, where the employer company does not have an entity in the persons location country)

Non-tech: Employment agreements tend to be classically country-based on the employer`s country`s legislation.

Do you agree? Do any other differences come to your mind?