How to hire new tech talent for entry-level tech jobs

Recent college grads and career changers are great sources of untapped tech talent. But if you want to hire aspiring tech professionals who lack traditional tech experience, what type of candidates should you look for? What traits and experience translate to successful tech careers?

Here’s what to consider when hiring candidates for entry-level tech roles.

• Create a list of skills and competencies needed for IT jobs
• Remove bias from the job description
• Look for entry-level IT certifications
• Review hands-on labs or projects for tech skills
• Check for coding bootcamp experience
• Consider soft skills like communication and teamwork
• Take into account networking and tech community
• Upskill current employees for tech roles
• Wrapping up: Give new tech talent a chance

Before you begin the hiring process, create a list of the skills and competencies needed for the open role. What technical skills and soft skills will the new hire need? What skills would be nice to have but aren’t required? What skills can a new hire learn on the job?

Understanding what the role needs and focusing on skills rather than credentials will guide you during the hiring process. 

Folks new to tech may be hesitant to apply for tech jobs. If you want to attract diverse talent, the first step is to create inclusive job descriptions that don’t turn them away. 

Avoid gendered language, stereotypes, and other biases. For example, words like “confident” and “fearless” often attract more male candidates, while words like “understanding” and “collaborative” often resonate more with female candidates. These types of words can discourage people from applying.

When it comes to describing the job requirements, consult the list of skills you created. For instance, does the job really require a bachelor of science degree or would relevant hands-on experience suffice? 

It’s also helpful to include a statement that encourages prospective candidates to apply even if they don’t meet all of the criteria. A statement like this can attract more diverse candidates:

We believe everyone is capable of great things. Even if you lack traditional tech experience or don’t meet all of the criteria listed in this job description, we encourage you to apply.

Once the applications come rolling in, what skills, qualifications, or expertise should you look for in the absence of traditional benchmarks, like university degrees and prior work experience? 

Technical certifications are one place to start. Certifications provide a pathway into the tech industry and equip learners with foundational skills and knowledge. When someone has a certification, you know they’ve learned the fundamentals needed for an entry-level position. 

For example, the CompTIA A+ certification covers IT basics like networking, troubleshooting, security, and cloud computing. Applicants with this certification will understand these concepts and have the foundation needed to take on network engineer, systems administrator, and similar IT roles. 

While tech certifications are a great place to start, they usually focus on theory, not practical application. Top-notch applicants will pair certifications with hands-on projects to show they know the theory and can put it into practice. 

When reviewing resumes and interviewing candidates, look for hands-on experience implementing or building. Candidates might have completed labs in online training platforms or tackled projects like the cloud resume challenge. They might have taken on volunteer opportunities, internships, or contract work or shared their experiments on social media to show their growth.

You may also ask them to perform a practical assessment to see their skills in action, but be mindful of the time and energy required when you do.

Bootcamp experience is another indicator that a candidate has the technical and soft skills needed for a tech role. During a bootcamp, participants learn how to code or develop other tech skills in a compressed time frame (typically anywhere from 4 – 18 weeks).  

Because participants are learning in such a short period, often while juggling other responsibilities, bootcamp participants also tend to demonstrate valuable soft skills, like time management, problem solving, and frustration tolerance.

Technical skills aren’t the only thing someone needs to be successful in a tech job. Soft skills matter just as much as coding. A candidate without deep technical expertise may be a stellar communicator or possess transferable skills from previous work experiences. 

When building your tech talent pipeline, consider the soft skills each candidate brings to the table:

• Communication. Can they explain their work to a technical and non-technical audience?

• Creativity. Do they look for innovative ways to solve problems?

• Teamwork. Can they work with others to achieve a common goal?

Remember, some people may naturally possess certain soft skills, but anyone can develop them with practice.

Hiring someone without prior technical experience can feel like a gamble. Looking at a candidate’s network and how they interact with the tech community can clue you into their soft skills and learning journey. 

If a candidate has recommendations or referrals, those can also help you assess their aptitude. Whether the referral comes from an established IT professional or a fellow from the same bootcamp cohort, it shows the applicant has someone willing to vouch for them and their skills. 

Lastly, don’t overlook the talent that already exists in your organization. If you’re looking to diversify your tech talent, you probably already have qualified candidates in house. Are there individuals in customer service, help desk, or other roles you can train for tech positions? 

Upskilling also comes with several benefits. For one thing, it’s cheaper than hiring externally. The average cost of hiring new tech talent is $23,450 per employee, while the average cost of upskilling is $8,000 less. Providing professional development opportunities like this also improves retention and engagement.

Job rotations, upskilling programs, lunch and learn opportunities, coding bootcamps, learning platforms . . . all of these can help you develop internal tech talent.

Learn how we developed an internal talent pipeline for hard-to-fill engineering roles through upskilling.

You may be hesitant to hire individuals without traditional tech experience—but if you do, you may be surprised by the talent you uncover. Why not give it a chance? When you’re ready to get started, uncover the strategies you need to hire, interview, and build effective tech teams.