HIRING TECHNICAL POSITIONSIT recruitment is intimidating for someone with no professional tech experience. These tips — with a little help from your geek translators — can simplify the process. Prioritize your needs. Make a list of your company’s top priorities and look for candidates with strengths in the top three categories. Determine the extent of your needs. Do you require full-time, part-time or temporary assistance? Hiring a contractor may be an option too, but the hiring process should be the same. Get a geek translator. Interview questions should be in tech-speak. You’ll want to tap your resources to find someone who can assist with crafting questions and define the correct answers. Use social media to recruit. Have everyone at the office advertise the position through his or her social media networks. Using hashtags like #NPTech on Twitter greatly increases your chances of being read and noticed. Look for a good fit for your work culture. Beyond tech literacy, candidates should be observed for how well they would get along with the rest of your team. Have a crib sheet on hand. Many HR departments have premade crib sheets for tech positions, so ask around to see if you can easily access one. Ask for explanations in layman terms. When systems go down, tech staff will need to explain their diagnosis and prognosis in terms that everyone can understand. Evaluate problem-solving ability. Present candidates with hypothetical challenges they may encounter. A candidate knowing where to look for answers is better than a candidate who claims to know all the answers. Invite potential co-workers to the interview. Tech support should be able to handle input effectively from the people they will be working with the most. Emphasize employee benefits. Pay in the tech field is quite competitive, but flexible work schedules, vacation time and educational support are great ways to attract younger talent. Hiring a technical professional doesn’t have to be intimidating. And one benefit is that they will be most comfortable with your digital interview platform and digital onboarding programs you use.