Tech companies have no fixed rules about which interview type they should adopt to hire developers and other tech talents. And that’s justified because the nature of every tech enterprise is different; they are solving various problem statements which are not alike.
Therefore, it helps when you know the boxes you need to tick to move forward in your recruitment process with a particular candidate. So, as you narrow down your potential questions, you find the “interview type” that fits the requirements of your organisation.
About 3.5 million people work in the IT sector in India, and the industry added another 1.4 million jobs in the last financial year. So, there is not enough quality talent in the country compared to the jobs available in the IT market.
Thus, it’s now imperative for IT employers to build a strong candidate relationship and hiring strategy to attract and hire the best tech talent.
Why Is Tech Hiring Strategy Important to Your Recruitment Process?
A Gitlab report mentions that most tech recruiters struggle to assess the on-job technical skills of candidates required to fill a particular position. The problem arises when you don’t have a structure in place, not enough clarity about which “interview type’’ you are adopting to meet your tech recruitment goals.
So, as a technology enterprise, you must have a hiring strategy to make your recruitment process efficient and faster.
A well-structured hiring strategy offers you clarity about two essential variables of recruitment; Candidate experience (CX) and interview duration, which further helps you decide the “interview type” that works for your company.
- Candidate Experience – Candidate experience is all about what a candidate feels while going through the job application process of your company. As per an independent report, about 63% of employees will reject the job offer if their candidate experience is terrible.
Candidate experience (CX) in the technology sector today is more relevant than ever. Due to pent-up demand and the pandemic, as mentioned earlier, there are more IT jobs in the market than people looking for them.
So, CX becomes a medium to market your company to the best IT talent in the industry. Word of mouth spreads when a candidate feels excellent about your candidate experience. A particular candidate may or may not join your company, but a good CX delivery ensures many other talented professionals apply to your company.
- Interview Duration – The second most crucial issue a well-oiled hiring strategy addresses is setting a cap on the interview duration. Lengthy interviews could prove counterproductive because no candidate wants to be in a situation where the interviewer is desperate to know everything in one conversation.
Of course, if you want to understand a candidate better, you can have multiple rounds of interviews, which gives time and space to both you and the applicant.
Four Tips to Improve Recruitment Process and Bolster Developer Hiring
Improvement starts from assessment; you need to know where you stand as a recruiter. If you still don’t have your hiring strategy documented, begin with the pointers mentioned in the previous section. Also, ensure you are not missing out on these standard industry practices.
Once you are done with basic checks, we can move to four tips to provide impetus to your recruitment process.
#1. Create a Communication Infrastructure
As per Talent Management and HR’s report, 77% of candidates never hear back after the job application. So no matter what your limitations are – always respond to candidates. The easiest way to go about it is to set up a personalised automated confirmation mail. Also, keep the talent in a loop; keep informing them if you have not come to any conclusion yet.
#2. Develop Mechanism for Scalable Remote Hiring
Remote hiring is no longer an exception; it’s a widely accepted norm now. So, it’s crucial for you as a recruiter to develop a scalable remote hiring mechanism that does not affect the quality of the recruitment process. Get access to the tools like digital whiteboards or anything that adds value to your remote recruitment drive.
#3. Remove Biases From the Recruitment Process
Glassdoor reports, 67 per cent of candidates consider diversity while searching for the next company. So most candidates want to know if an employer has any preference or bias towards the people they select.
The best way to chuck out bias from the recruitment cycle is to use skill-based job descriptions instead of mentioning background, which doesn’t play any significant role in tech jobs. Also, use AI and ML-based assessment tests to mitigate bias.
#4. Reject Thoughtfully
Rejecting a candidate is a difficult message that you need to deliver, but delivering that message through an automated mail is not the best idea. Instead, it makes the applicants feel you did not give enough time to their application.
As per the talent board report, only 22 per cent of candidates receive personalised messages from hiring managers, and a meagre 7 per cent receive calls. The same report states rejections made by calls improve candidate experience upto 32%. So why should you do it? Again, it spreads good word about the organisation that enhances your chances of attracting better talent in the future.
Hire with CodeQuotient!
CodeQuotient is a much-needed bridge between tech companies and candidates. The tech industry wants a talent pool that meets their demands and fits into their culture without being forced to offer extravagant packages in desperation. At the same time, a candidate wants a company that rewards their work and a culture that enables their personal and professional growth.
Therefore, CodeQuotient solves the undersupply of quality tech talent from where it arises – Colleges.
CodeQuotient engages with students fresh out of the college, targets top 10 per cent talent, puts them through a screening process, and takes students who perform well in the first round screening into a three-month-long mentorship program.
In our SuperCoders Program, students work on live projects, learn in-demand technologies under the direct supervision of mentors, and create at least two industry-ready projects by the end of it. Thus, the whole program makes them employment-ready, value-adding tech professionals.
Click here to learn about the companies recruiting from us! To hire with CodeQuotient, drop a query info@codequotient.com or simply visit our website!
