As technology continues to play a vital role in every aspect of today's economy, talent acquisition specialists face the daunting task of finding and recruiting top talent to fill their companies' vacancies. But it's not just about having a list of qualifications to look for in a candidate's resume. To attract the best tech talent, technology hiring managers need a specific set of requirements that sets them apart from the pack.

First and foremost, a good technology hiring manager needs to be knowledgeable in the field. This may seem clear, but it's surprising how many managers don't have a technical background or haven't stayed up to date with the latest developments in their field. This lack of knowledge puts them at a disadvantage when it comes to understanding the needs of their companies and the abilities required to fill those needs. To be effective, a hiring manager needs to be able to converse with technical teams at a pace, communicate their requirements clearly and efficiently, and provide valuable advice on which technologies to use and how to integrate them into existing infrastructure.

In addition to being knowledgeable in the field, technology hiring managers also need to be specialists in attraction. This is becoming increasingly important as more and more people look for their next job online. A good hiring manager needs to be able to use all of the latest talent acquisition platforms and tactics to reach the best candidates, including applicant tracking systems (ATS). But sourcing is only one part of the job - engagement is just as crucial. A hiring manager needs to be able to create compelling advertisements that will appeal to the best tech talent, as well as a well-planned selection process that will engage and inform potential candidates.

Another essential skill for technology hiring managers is the ability to communicate effectively with various teams, including the company's technical teams, marketing and sales teams, and senior executives. This can be challenging, especially in companies with complicated structures. But a good hiring manager needs to be able to bridge disconnects and build partnerships across departments to bring people together and get everyone working towards a common goal.

Finally, a good technology hiring manager needs to be able to think strategically. This includes everything from setting effective salary ranges to making tough decisions about how to prioritize different job openings. With finances getting tighter and the global capability centre solutions for startups talent pool getting smaller, technology hiring managers need to be able to make smart, data-driven decisions to optimize their hiring process and attract the best people to their organizations.

Overall, being a good technology hiring manager takes more than just abilities - it requires a combination of creative thinking. To stay ahead of the curve, technology hiring managers need to stay up to date with the latest developments in their field, develop their skills in sourcing and attraction, build alliances across teams, and make informed decisions about how to fill their companies' vacancies. With these essential skills in place, technology hiring managers can attract the best tech talent and drive company growth.