Non-Tech Recruiter's Guide to Hiring Software Developers

Non-Tech Recruiter's Guide to Hiring Software Developers

Shubham SharmaOctober 18th, 20236 min read

With the surge in demand for skilled software engineers, it's no wonder that non-tech recruiters and hiring managers increasingly find themselves tasked with hiring for these positions. This situation often prompts the question: How can one confidently evaluate a tech candidate's skillset and suitability without being completely versed in technical jargon or understanding the specific needs of the team?

In the following section, we'll unravel the complexities of this issue and guide you through the process of successfully hiring top-notch software engineers, even if you are a non-tech recruiter.

A simplified approach to hiring software developers

The simplest way to ensure that you’re interviewing suitable software engineering candidates with the right skills and experience is to invite a mid-level to senior-level employee from your development team. An individual at this level will be able to help confirm the interviewee’s hard skills and practical experience.

Having said that, this can be a little easier said than done, especially when you have multiple candidates with multiple rounds of interviews. You’ll possibly find pretty quickly that the tech department doesn’t have the time or resources to check in with every interview you’re running, and adding another person to the mix makes it more complicated time-wise.

Therefore, it’s a really clever idea to get to grips with holding software engineer interviews because, inevitably, we’ll need more of them, and it will simply make your life easier if you’re more confident with the questions you’re asking and the code you’re looking at.

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Creating effective Software Developers in job descriptions

One thing that can make hiring a Software Engineer much, much easier, is to get your job advertisement right the first time. Writing the perfect Software Engineer job description will take some of the pressure out of the process, as candidates can match their skills up to your expectations. Therefore, disqualifying themselves if they aren’t the right fit. This will mean you’re only interviewing candidates who think they’re up for the challenge.

Focusing on technical skill set

There's no denying that understanding the programming languages required for each role is a must. While the breadth and depth of these languages might seem intimidating, a basic comprehension of their usage and function can help you gauge the proficiency level of your candidates effectively.

The tech team will typically provide you with a list of languages that the new hire needs to be familiar with. Through diligent research and constant learning, you'll soon gather a holistic understanding of these languages. Consider involving a mid or senior-level developer in a meeting to highlight the key aspects of each language.

With this foundational knowledge, you can craft insightful questions to probe the candidates' skills. Request them to showcase an app or project developed in one of the required languages. This not only provides a tangible measure of their expertise but also gives a glimpse of their passion for their work. Reflect on how they will mesh with your organization.

For example, if you're a travel company, does the candidate have any experience in a similar domain? While industry knowledge is not a prerequisite, it's undoubtedly a plus.

Making use of the technical assessments for quality hires

No need to worry! The task isn't as daunting as sifting through lines of code on your own, trying to decipher a language you're unfamiliar with, or determining if the candidate practices 'clean coding'.

Now, you can leverage automated screening tools like Intervue to handle the bulk of the work for you. With's technical assessment feature, you can easily streamline the recruitment process, particularly for roles requiring technical expertise. It offers a robust platform for creating, administering, and evaluating assessments, ensuring a fair and efficient selection process.


  • Diverse Question Types: Create a dynamic test with multiple choice questions, subjective questions, and programming questions with test cases.
  • Extensive Question Library: Access over 10,000 questions across various categories, regularly updated to maintain relevance.
  • Plagiarism Checks: Ensure the integrity of the assessment with features that prevent tab-switching, record candidates live, and prohibit copy-pasting from outside environments.
  • Detailed Candidate Reports: Review comprehensive reports of every candidate, including their picture, score, and playback of their test.
  • Test Customization: Create tests from scratch or automatically generate tests by choosing the role/skill/must-haves or good-to-haves.
  • Preliminary Questions: Gauge candidate's interest and suitability with preliminary questions about the job before they start the test.
  • Question Randomization: Prevent cheating by randomising your question set across a batch of candidates while maintaining the test's difficulty level.
  • Cut-off Setting: Set a cut-off for the test to automatically filter out candidates who score below the threshold.
  • Test Preview: Preview the test as a candidate before sending it out to ensure its effectiveness and relevance.
  • Flexible Test Distribution: Send tests to a batch of up to 5000 candidates via email, CSV upload, or a public link.
  • Expiry Setting: Limit the test attempt time to a particular window with the link expiry feature, ideal for campus drives or timed assessments.
  • Interview Scheduling: Seamlessly schedule interviews directly or request an interviewer to interview the candidate after they clear the test.
  • Data Consolidation: Keep all candidate data under a single tool, including all tests and interviews they have taken with your organization.
  • ATS Integration: Integrate the feature seamlessly with your Applicant Tracking System (ATS) for a unified recruitment process.
Fundamental soft skills in a Software Developers

Undeniably, the hiring process doesn't solely revolve around technical skills; the soft skills of a candidate are just as vital, influencing their individual work ethic and team dynamics. Keep these crucial considerations at the forefront and incorporate them in your interview questions:

  • Can you recount an instance where you effectively managed and resolved a conflict?
  • What strategies do you employ to stay focused while working remotely?
  • How do you envision the growth and development of your skills in the future? What learning opportunities are you seeking?
  • Can you describe your approach to team collaboration?
  • What is your preferred work style and how do you organize your tasks

Assessing a software engineer may seem intimidating, especially if you don't come from a similar background. However, it's not as daunting as it appears. Arm yourself with basic language knowledge, create a structured interview process, and leverage the expertise of your development teams. The quest for the next coding prodigy doesn't have to be an uphill battle.

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