Five Non-Technical Skills to Look for When Hiring Technical Employees

Businesses frequently prioritize a candidate's technical expertise—such as their ability to code, their familiarity with certain tools, and their problem-solving skills—when hiring for technical positions. However, non-technical abilities are as important for long-term success in today's collaborative and fast-paced work environment. Employees with soft skills are better able to collaborate with others, express themselves clearly, and adjust to changing circumstances with ease.

At HyreSnap, we recognize the value of assessing applicants' technical and non-technical skills. Our AI-powered smart sourcing and interview-as-a-service platform evaluates well-rounded applicants who not only excel technically but also have critical soft skills, empowering businesses to make well-informed hiring decisions. In this article, we'll look at five essential non-technical abilities that employers should look for in technical workers.

1. Communication Skills

Effective communication is critical for technical employees, as they need to articulate complex ideas clearly to team members, stakeholders, and sometimes even clients. Whether it’s through documentation, emails, or presentations, technical employees should be able to convey their thoughts in a structured and concise manner.

Why It Matters:

• Strong communication skills enable seamless collaboration between technical and non-technical teams.
• It reduces misunderstandings and increases efficiency in project execution.
• Good communication fosters knowledge-sharing and innovation within teams.
• Helps technical employees clearly explain their ideas to clients and stakeholders who may not have technical backgrounds.
• Aids in writing well-structured documentation that makes it easier for others to work on the same project.

How to Identify It in Candidates:

• Look for candidates who can explain technical concepts in simple terms.
• Assess written and verbal communication skills through structured interviews.
• Use behavioral questions to gauge how candidates have handled complex discussions in the past.
• Observe how clearly they describe past projects and problems they’ve solved in their resumes and interviews.

2. Adaptability & Learning Agility

Technology evolves rapidly, and employees must continuously learn and adapt to stay relevant. A developer proficient in one framework today may need to transition to a new one within months.

Why It Matters:

• Helps employees remain relevant in their field as technology advances.
• Enables faster onboarding in new roles, projects, or tools.
• Encourages a growth mindset, driving continuous improvement within the company.
• Promotes a proactive approach to problem-solving and innovation.
• Ensures employees can transition smoothly between projects with varying requirements and tech stacks.

How to Identify It in Candidates:

• Look for candidates with diverse project experiences and a willingness to learn.
• Ask about a time they had to learn a new skill or adapt to a major change.
• Assess problem-solving approaches in interview scenarios that involve adapting to new technologies.
• Review their history of certifications, online courses, or self-learning initiatives.
• Consider their ability to handle curveball questions that require on-the-spot adaptability.

3. Problem-Solving & Critical Thinking

Technical employees frequently encounter challenges that require innovative solutions. The ability to break down a problem, analyze its components, and develop effective solutions is essential.

Why It Matters:

• Leads to more efficient coding, debugging, and troubleshooting.
• Helps teams innovate and improve processes.
• Reduces dependencies on senior team members by fostering independent thinking.
• Enables quicker resolution of unexpected technical issues.
• Encourages analytical thinking, which improves decision-making across the organization.

How to Identify It in Candidates:

• Use technical assessments that include problem-solving tasks.
• Ask candidates to walk through their thought process when faced with a challenge.
• Evaluate past work experiences where they had to resolve a complex issue.
• Provide real-world case studies and analyze their approach to tackling challenges.
• Observe how they break down problems into manageable steps during live coding or brainstorming sessions.

4. Teamwork & Collaboration

Technical employees rarely work in isolation. Whether collaborating on a project, participating in code reviews, or contributing to discussions, teamwork is a key aspect of success in any technical role.

Why It Matters:

• Encourages knowledge sharing and mentorship within teams.
• Enhances efficiency and productivity in agile environments.
• Fosters a positive work culture that improves employee retention.
• Improves problem-solving through collective brainstorming and peer feedback.
• Reduces miscommunication and friction between departments.

How to Identify It in Candidates:

• Ask about their experience working in cross-functional teams.
• Use situational questions to understand how they handle teamwork conflicts.
• Look for examples where they have contributed to team success.
• Observe their willingness to acknowledge team contributions instead of solely focusing on individual achievements.
• Consider group interview scenarios to assess their ability to collaborate in real-time.

5. Time Management & Accountability

With multiple tasks and tight deadlines, technical employees must manage their time efficiently and take responsibility for their work. Meeting deadlines without compromising quality is crucial.

Why It Matters:

• Ensures project timelines are met without last-minute scrambles.
• Helps employees prioritize tasks and maintain work-life balance.
• Reduces the need for micromanagement and increases efficiency.
• Enhances the ability to meet sprint goals and project milestones.
• Encourages a results-driven approach that aligns with business goals.

How to Identify It in Candidates:

• Ask about how they manage competing priorities and deadlines.
• Look for candidates with a history of delivering projects on time.
• Use real-world scenarios to assess decision-making under time constraints.
• Observe how they handle deadlines in take-home assignments or live assessments.
• Review their past projects for evidence of effective time management and project ownership.
  
   

How HyreSnap Enhances Smart Hiring

Technical proficiency is important, but non-technical abilities also play a role in how successfully workers work in teams, overcome obstacles, and advance a company. Businesses can create a staff that is more flexible, communicative, and productive by giving priority to these five crucial soft skills.

To guarantee long-term success in any firm, technical recruiting should mix hard and soft abilities. A highly qualified developer who lacks accountability, flexibility, or collaboration may find it difficult to operate in a collaborative setting, which may eventually lower morale and productivity. However, employing people with these five non-technical abilities guarantees that the team will continue to be creative, effective, and dynamic.

Focusing on soft skills may help your business stand out in the very competitive employment market of today by encouraging a culture of cooperation, creativity, and career advancement. Hiring managers and recruiters should use standardized examinations and interview approaches to examine non-technical traits as well as technical abilities.

Businesses may use HyreSnap's data-driven hiring platform to make better hiring decisions, minimize employee turnover, and build a team that thrives in today's dynamic work environment. Ready to find the ideal candidate for your team? Explore HyreSnap now!