How to Improve the Tech Recruiting Process

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photo by Authentic Images

Think about all the elements of the hiring process. Consider the ones specific to the tech industry, then go further into what might be the best method of hiring developers. Many studies over the past few years, specifically since the beginning of 2020, have proven that the old structure for hiring developers doesn’t work as well as it used to. Limitations resulting from the pandemic led to alternative paths and tools.

Starting today, here’s how a few simple things can improve the tech recruiting process:

  • Even the best developers may need a little help
  • No developer holds all the answers
  • What’s on paper only accounts for so much
  • Take home tests may be an excellent, overlooked tool
  • Find what excites a candidate to put forth their best work

Even the Best Developers May Need a Little Help

Though it may seem contradictory to help a developer during the hiring process, knowing they can receive help if there is something they’re unclear of is important. Were they to become an employee, they would work as part of the company alongside other employees. The hiring process is often viewed as one of the most stressful yet crucial aspects of any career. Offering that extra bit of help can significantly improve a candidate’s experience and it may be what they need to show their potential employer what they are truly capable of beneath that stress.

No Developer Holds All the Answers

If any assessments are given, don’t discourage developers from utilizing any tools or resources they feel would be helpful for them. Developers could run into problems that are slightly beyond their knowledge. It might be that they are unsure of a particular aspect in a process and need clarification. To deny them access to that small bit of information could reject a developer who would have made an excellent addition to the company.

What’s on Paper Only Accounts for So Much

This has become a common issue for hiring managers, recruiters, and candidates. Their careers and education listed on paper may not be the full extent of a developer’s skills. To solely rely on that would be a mistake. Hiring managers and recruiters must learn to view those records in addition to the interview and assessment portions of the hiring process.

Take-Home Tests May Be an Excellent, Overlooked Tool

Similar to the effectiveness of only looking at resumes when hiring, live assessments to gauge skillsets and knowledge may prove to be beneficial. Companies have recently begun to hand out assignments for developers to complete at home. While these tasks are allowed to be finished from the comfort of a developer’s home, a time limit is set so hiring managers and recruiters have a basis to evaluate the candidate’s work. It gives both sides a relatively stress-free alternative that still fulfills the purpose of the assessments.

Find What Excites a Candidate to Put Forth Their Best Work

It should be a common understanding that anyone who is excited about their work will put forth more effort. The same is true for developers. They often enjoy challenges and solving difficult problems, but no two developers are the same. Find what motivates each candidate—their passion. Hiring a passionate developer to work on tasks they enjoy is better than employing a lackluster developer who hates what they do.