Hiring in tech hasn’t been easy. 71% of organizations are not receiving enough qualified candidates and being able to hire the candidates they do find isn’t a guarantee. As an IT staffing firm, we routinely see some organizations using hiring strategies that end up sabotaging their recruitment efforts. Here are four practices that diminish the number of quality IT professionals who make it to the end of your IT recruitment process.
1.) Technical Tests
Are candidates at the level of technical proficiency needed for the job? That’s the burning question for most companies. Rather than leave a costly investment up to chance, many decide to verify candidates’ skills through a technical test or pre-employment assessment, which can slow the hiring process.
Tests should be created in advance of a job opening and as succinct as possible so that the candidate’s skills can be assessed within a short period of time. Unless a technical test is taken and reviewed in a timely manner, candidates can disappear fast.
2.) Too Many Interviews
How many interviews are too many is a topic of great contention. There is no hard number but the likelihood of candidate fall-off increases exponentially with each subsequent visit. It’s understandable that companies want to act with caution. All the same, candidates in the current market are usually interviewing for several positions simultaneously. Whichever company makes it through their recruitment process first will be the one that wins the candidate.
First interviews (or second, if necessary) need to effectively assess a candidate’s behaviors, technical skills, knowledge, values, problem-solving processes, and soft skills. Success requires one of two options: efficiently researching candidates in advance to take the burden off the interview or perfectly building a list of behavioral and situational interview questions that get the right answers to make your decision. One allows for more wiggle room, but does invest more time upfront (unless your IT staffing process incorporates a staffing partner). If possible, try to have all levels of interviews happen in the same day so that the candidate does not have to come back multiple times. In this market, speed to a decision is key.
3.) Approval Process
Getting approval to hire a candidate is rarely as fluid a process as companies hope. There are all sorts of questions that tend to go unanswered until the forerunner steps forward. Who will need to sign off on the candidate? Who will make the final call? Who will notify the candidate of a job offer?
The answers to these questions are not constant within the hiring policy because the specifics of seniority and team hierarchies vary from one hire to the next. Companies that determine their process before reviewing candidates will be less restricted and will prevent competing offers from tempting top tech talent away.
On the surface, it would seem as if all major roadblocks have been eliminated once you reach the onboarding stage. The candidate has been given an offer. What’s the rush? Unfortunately, delays or complications during onboarding can sour the whole IT recruitment process.
Companies are still making their first impression during this stage. If onboarding is stressful or punctuated with stretches where communication breaks down, candidates might reconsider the offer. Even those that remain during an unpleasant onboarding might harbor some negative feelings that detract from their early work. Effective onboarding strategies involve clear communication, smooth orientation, and quick responses when candidates come forward with questions.
Simplify Your IT Recruitment Process
Making adjustments to the recruitment process goes a long way towards hiring the high quality candidates you find. The question is: how are you finding top IT talent when most contenders are passive candidates (at best)? Attracting passive candidates has been indispensable in closing the talent gap and increasing the productivity of your company. Want to learn the best passive candidate strategies? Download our Guide