Why Technical Knowledge Matters in Recruitment: Overcoming Inefficiencies in the Hiring Process

The recruitment process is a crucial part of any business, especially when it comes to filling technical roles. However, relying on recruiters who don't have much technical knowledge can be highly inefficient and costly for the recruitment industry and the companies that rely on it. In this article, we will explore the impact of the inefficiency of relying on non-technical recruiters and how it can be addressed.

Firstly, let's consider some statistics. According to a survey conducted by Indeed, 46% of employers reported that they have difficulty finding candidates with the necessary skills and experience for technical roles. This challenge is further compounded when recruiters who lack technical knowledge are relied upon to fill these roles. The Society for Human Resource Management (SHRM) found that 53% of HR professionals reported that the skills gap is a top concern when it comes to recruiting for technical roles. The same survey found that 80% of HR professionals rely on recruitment agencies to fill these roles. However, only 10% of HR professionals felt that recruitment agencies were very effective at filling technical roles. This highlights the inefficiency of relying on recruiters who don't have much technical knowledge.

Furthermore, a report by CareerBuilder found that a bad hire can cost a company up to £17,000 in the UK, which includes recruitment costs, lost productivity, and the cost of finding a replacement. The same report found that a significant percentage of employers have made a bad hire due to a lack of skills, with 30% of employers reporting that a bad hire was due to a lack of technical skills. This highlights the importance of having recruiters who are knowledgeable about the technical skills and requirements of the roles they are filling.

In addition to the direct cost of a bad hire, there are also indirect costs associated with inefficiency in hiring. For example, a bad hire can negatively impact team morale, resulting in reduced productivity and increased turnover. This can be particularly problematic in technical roles, where a lack of expertise can result in delays or errors that can have a significant impact on the business.

So, what can be done to address the inefficiency of relying on non-technical recruiters? One solution is to hire technical recruiters who have the necessary knowledge and expertise to identify and assess technical candidates. Another solution is to provide training for existing recruiters to improve their technical knowledge and better identify the technical skills and requirements of the roles they are filling. Additionally, working with technical experts in the recruitment process can help to better identify and assess technical candidates.

Improving the recruitment process has become increasingly important, especially as the recruitment industry continues to grow. According to the Recruitment and Employment Confederation (REC), the total size of the UK recruitment industry was £39.9 billion in 2019. It is important to ensure that the recruitment industry is efficient and effective to provide value to its customers, as well as to the wider economy.

In conclusion, the inefficiency of relying on recruiters who don't have much technical knowledge can be costly for both the recruitment industry and the companies that rely on it. By hiring technical recruiters, training existing recruiters, or working with technical experts, businesses can improve their recruitment processes and reduce the cost of bad hires. Ultimately, this will ensure that the recruitment industry is effective and efficient, providing value to both businesses and the wider economy.