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I am not sue exactly what you mean by tech skills. I f you mean English and computer skills, then it is like a presumption that these skills nowadays are a must, like reading and writing if we want to hire right from the start together with potential competencies.
If you mean HR skills, then this depends on the capacity and the level of the job. For entry jobs, it is not a prerequisite, but for more specialized and higher jobs, it is a must.
I won't say tech skills, but a talent acquisition manager must have technical knowledge regarding the positions he/she is going to shortlist and interview candidates. Until or unless he/she will not acquire technical knowledge, he cannot even determine the parameters for shortlisting. For interview, the HR personnel must have the broad knowledge of functions of department/position for which he is going to hire. The concept of HR business partner depicts the same. The HR business partner is the one who completely understands the goals and business of the organization. He therefore, hire accordingly; such person that are most suitable in achieving the goals and nourishing the business activity.
Sure technical skills or competencies are a must for hiring in HR function just like hirining in any other function based on the respective technical skills for the role. HOwever, the degree of these technical skills may vary according to the position.
yes ,
i agree with that
ITs is not important to have any tech skills (presentation skills, training Skills, etc.) because he is not be training. but he need to have a knowledge of learning and evaluation and how training works. because a talent person area of expertise is in career path, succession Management, performance management, Psychometric Testing etc.
but if he have it's a plue
Well actually not,coz HR is mostly into communication peoples and making policies fr the organization.But yes,if you are Hiring HR for technical team,then or or she must be holding some technical skills.
Let's first be clear about what is meant by technical skills. Technical skills usually refer to 'functional skills', for e.g. a Comp & Benefits expert having detailed expertise in Comp & Ben function.
Technical skills are important but need not be a pre-requisite for hiring. Such skills can be learnt with not too much difficulty.
It is more important for a candidate to have correct 'behavioral competencies'. These are much more difficult to mould, can create major problems at the work-place and could stymie the growth of the employee (candidate)
In addition to 'good-enough' functional skills, it is useful to consider two critical factors in a candidate, i.e.
1. Desire to learn
2. General enthusiasm
I think it depends on the requirement, if the person require with tech skill to handle or deal tech peoples than it will be needful.
I will look for Behavirol , functional & professional competencies.
Yes, for hiring right person in right time with right price in right place, professional skills and expertise is a prerequisite.Absence of necessary skills may hire a wrong person which is not at all objectives of HRM.
