How Do You Know If Your Tech Recruiting Process is Outdated?

pikwizard-ceb755d1066d99795191c18714ff9be4 (2)
photo by Creative Art

In the past two decades, a significant evolution within the technology industry has occurred. Often, recruiters will stick to the same steps to hiring developers until they no longer work. But if they aren’t adapting to the current industry, they are losing out on bringing in valuable developers because their tech recruitment process is outdated.

And how does a recruiter know it’s outdated before they get to that point? Try asking a few questions.

  1. Are recruiting and marketing connected?

Absolutely! Some experts argue that marketing and recruiting are the same thing. Developers need to be aware of the company recruiters represent just as recruiters want them to apply for open positions. When attracting developers, look at the process from a marketer’s standpoint. It will provide a different perspective and help recruiters find qualified individuals.

  • Is outsourcing or automating tasks really necessary?

When it comes to the hiring process, completing smaller tasks that could be outsourced or automated to other employees is unnecessary. The use of Artificial Intelligence (AI) or other technology tools when possible will help save time and human resources. Newer tools such as electronic screening tests for assessing technical and soft skills and AI screeners have also been implemented heavily within the past year in particular.

  • How much do developers really care about a company’s culture?

The answer might be surprising—a lot! Often, when job hunting, developers will avoid applying to positions if the company’s culture or values to align with theirs. This is a sign for the developer that he or she may not fit into the structure of the business. They also value comfortability to some degree, which means the chance of feeling ostracized for any reason may be something they consider.

  • Will a CV tell a recruiter everything they need to know about a developer?

Unfortunately, CVs are not accurate in correctly identifying the best developers. Many factors play into this such as out-of-date information, an inability of a developer to ‘sell’ themselves, skills that may be relevant but weren’t mentioned in the CV, and the quality of work the developer can produce. (This is where skill assessments are highly useful.) CVs should be considered one element of the hiring process and not something a recruiter fully relies on.

  • Is the interview part of the hiring process just about the interview?

The opportunity to interview a developer shouldn’t be taken lightly. The proper questions should be asked, and by individuals who know what they are looking for. Developers can get frustrated with interviewers who don’t understand what they do or when they are asked questions irrelevant to the position and field they’re in.


It’s crucial for recruiters to stay up-to-date with the current hiring process. This includes marketing materials that can best attract qualified developers as well as aspects that address concerns developers may have. Following the pandemic, the values, perspectives, and career goals for candidates may be very different. A recruiter maintains a significant role in a company’s success since bringing in employees can help or hurt it.