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Do you know that a bad hire can cost your company more than $18,700 on average? You can avoid it by creating a process plan and considering some crucial aspects. Check our 7 proven techniques for hiring employees in tech to save your time, nerves, and the company’s money.
A bad hire means lost time because you need to pass all the stages over and over again:
Here are 7 aspects that can prevent you from miss-hire and help you to find candidates who are the best fit for your organization.
Why do you need a process plan? A few hours spent creating a recruitment plan can save your company several thousand dollars per developer hired. So, even if it seems to you to be obvious, still check the list below to make sure that you don’t miss a thing. The common recruitment process plan includes the following stages:
The cutting-edge HR software can help you to improve your hiring strategy, making it a data-driven one. Thanks to such platforms the recruiters can assess and analyze data more effectively as well as draw it from many sources, including CVs, public information, applicant’s responses, and so on.
Every software engineer may have a programmer portfolio, irrespective of the level of experience, to showcase the coding skills through open source or personal projects. It’s critical to check the portfolio of the candidates to receive the insights about:
Also, the portfolio can become a source of information for a future interview. All that helps to validate the applicant’s ability to present, describe, and explain the projects.
Besides the portfolio, don’t forget to review:
Even if you don’t have a need for hiring a developer, you still should establish the company’s presence in the local tech scene. In such a way you will make your organization a dream workplace or at least just an attractive place to work. That will hasten the process of finding the candidates to fill the position. You can host conferences, webinars, workshops, meetups, social events, and so on. Also, you can just network with other organizations to display your name around the tech scene.
If you want to screen and filter the experienced employees from the beginners fast and efficiently, then you should conduct automated programming tests. The key features of the approach are:
Also, you should use programming questionnaires to quickly screen-out proficient developers from the rest. This approach helps to evaluate a candidate’s problem-solving ability and their manner of coding. Today there are a lot of sources and websites with good programming questionnaires like TopCoder, FizzBuzz, Google Code Jam, and many more.
It’s probably the most stressful part of the interview. However, a live coding session is a great way to reveal some crucial skills of the applicants to make sure they are a good fit for the company. So, conduct live coding sessions, if you want to see how the candidate:
Such tests take from 15 minutes up to 1 hour. Just share the screen with the task and watch the process. After the task is completed, the developer or technical recruiter should check the candidate’s performance.
Why should you use work samples as a test? It’s because seeing the applicant’s skills in action is a far better indicator of his/her performance than the CV, for example. Giving them a piece of work they are to do every day at your company is a way you can exclude the candidates that just can’t do the job needed.
The main principles of such a test are as follows:
All that makes such real work tasks as a test to be very useful when hiring employees in tech.
It’s crucial to increase the technical awareness of the recruiters. It’s a surprise, but today a lot of HRs still confuse Java with JavaScript, for example. That can lead to a miss-hiring because the recruiter can’t ask the right questions or mark out the wrong answers to exclude wrong applicants. So, for instance, if you need to hire a Python developer, then the recruiters should be aware of some nuances and crucial aspects of the position to find the best candidate to fill it.
Besides that, the company should invest in technologies. Unfortunately, 2 out of 3 recruiters still lack the tools that can improve their work and optimize the process of hiring employees in tech. Today there is a lot of software, programs, and applications that can:
Integration of some tools can help you with:
What’s more, not all the tools are expensive and complex, but they’re effective.
Hiring employees in tech can be a tough thing full of pitfalls. The field is an ever-changing and evolving one. The top tech employees are needed to keep your organization ahead of the curve. A smart and modern recruitment process along with the right approach should be your starting point. Following this guide, you can not only save your time but reduce the company’s costs and improve productivity.