As markets continue to boom, and the stream of venture funding for new ideas seems to be at an all-time high, many companies are looking to hire highly-skilled technical talent to support their IT, programming, and general technological needs.

Whether a business depends on an ecommerce platform, an app, or more complex systems, hiring the right technical experts can make or break operations. As Malcolm Forbes famously said, "Never hire someone who knows less than you do about what he's hired to do." Today's IT leaders are prioritizing improving systems to increase business efficiency in the coming year.

Unfortunately, a majority of executives note that it can be very challenging to find competent IT professionals. Because of those challenges, companies are turning to a number of unique solutions to help them find and better vet potential technical hires. The following are some of the top tools and tricks they are using.

Code Assessments

When hiring developers and programmers, it can be difficult to assess competency. While many companies assess a candidate's knowledge of general computer science, most struggle to evaluate on-the-job capabilities. Code Assessments, however, are a solution to this problem.

Nathan Doctor, founder and CEO of coding assessment company explains, "Many hiring processes lean heavily on resumes, pedigree, candidates interviewing skills and interviewers biases, Qualified coding assessment refocuses onto what really matters - real-world coding performance."

By analyzing a candidate in real-world coding situations, companies are better equipped to select a new hire. Doctor continues, "Code assessments evaluate candidates based on real software development skills in a modern coding environment, which results in hires with high on-the-job performance. Skills-based hiring implements consistent process and objective standards so companies can make data-driven decisions."

Virtual Interviewing

As companies seek to expand their potential applicant base, many turn to broader searches that enable them to connect with candidates from across the globe. This poses a challenge for those who don't have the budget to bring multiple candidates to the office for interviews. According to tech industry veteran Sheeroy Desai, "In the coming year, we should see many employers step up their talent acquisition efforts to focus on remote workers or locations."

As a result, these companies will be looking for virtual solutions like video interviewing platforms to help improve the quality of their recruiting efforts. While some companies use free tools like Skype and Google Hangouts, many are turning to paid solutions to help create a higher quality experience for applicants. Software review site Capterra has a comprehensive list of the top video interview solutions currently on the market.

Improved Applicant Tracking Systems

If you've ever managed a hiring process, you're probably familiar with how clunky and time-consuming Applicant Tracking Systems are. In many cases, these systems are so ineffective at evaluating candidates; they fail to recommend qualified candidates to recruiters.

Fortunately, a growing number of ATS providers are incorporating more sophisticated AI and adopting a more candidate-centric approach. Recruiting expert, Louis Song shared in a CNBC report "This wasn't the case two to three years ago, but AI and machine learning have significantly improved recruiting software capabilities." In fact, many are rebranding themselves as "candidate relationship management software". As a result, companies can rely on these systems to provide quality candidates without the fear of others being dropped due to a system error.

Revamped Recruiting Mindsets

As hiring expert, Jeff Mills put it, "Break the mold of how you think recruiting should operate." By opening your mind to new solutions for recruiting, you may find more qualified technical talent, at better rates, and potentially with less effort. Whether you are a senior engineer looking to grow your team, or a hiring manager tasked with recruiting top technical talent, time and efficiency are vital to the process.

When positions are left open, performance can decline, so improving the recruiting process helps improve overall operations. Additionally, improving recruiting efforts can, as Doctor put it, "eliminate candidates who look good on paper, but are poor performers, while also surfacing great developers that don't have the resume pedigree or strong interviewing skills."

Leveraging the tools and strategies in this piece will help your company improve its performance and develop more effective technical teams.