You've just lost another promising candidate. They seemed perfect on paper, and aced the technical interview, but dropped off the radar halfway through your process. And this is not an isolated incident.
If this sounds familiar, consider factors beyond the obvious. The market is tight, and the competition is fierce. But make sure you are not ignoring the impact of your ant-developer hiring process.
At Flexiple, we've seen how 5 common hiring practices push away the very talent companies are trying to attract:
Mistake #1 - JD discrepancies
Nothing frustrates a developer more than applying for one job and interviewing for another.
The JD is often a candidate's first impression of your company. Make it count. Be specific about the role, required skills, and responsibilities. Don’t list down the skillset of an entire IT department. While using generative AI by HR is a good thing, make sure someone from the tech team actually approves the JD. They know the role best and can provide valuable insights.
And, make sure all interviewers are on the same page about the position. If the candidate hears conflicting information during the interview process, you have already lost them.
Mistake #2 - Untrained interviewers
An interviewer who doesn't understand the role or can't assess skills properly is another reason for drop-offs.
Even if they don't have a tech background, they must be tech-literate. Interviews are conversations - and you cannot converse with someone on a topic they know only surface level about.
So, invest in your interviewers. Train them on effective interviewing techniques and ensure they understand the role and required skills thoroughly. This doesn't mean they need to be technical experts, but they should be able to ask relevant questions and understand the answers.
Provide interviewers with a structured interview format and evaluation criteria. This helps ensure consistency across interviews and makes it easier to compare candidates fairly.
Mistake #3 - Overemphasis on automation
While automation helps the hiring process, overdoing it can make candidates feel like "just resources", not humans.
Use automation judiciously, primarily for initial screening. Balance automated assessments with human interaction. Be transparent about your process and why certain automated steps are necessary.
Developers appreciate understanding the reasoning behind your methods. Remember, you're hiring humans, not robots. Make sure your process reflects that.
Mistake #4 - Excessive assessments
Yes, you want to ensure you're hiring the right person. However, subjecting candidates to multiple rounds of assessments, take-home projects, and technical interviews can be exhausting and off-putting.
For instance, asking candidates to build entire apps, not just some features, tests nerves more than skills. Set realistic time limits for take-home projects - respect your candidates' time. If you're asking for substantial project work, consider compensating candidates for their time. It shows that you value their effort.
Mistake #5 - Lack of feedback
Each candidate who invests their time in your process deserves more than a generic rejection email or, worse, radio silence. Every interaction with a candidate is a chance to build your employer's brand.
These developers have likely spent hours preparing, interviewing, and maybe even completing take-home projects for you. They've shared their skills, their thoughts, and their time. The least you can do is offer them something valuable in return: honest, constructive feedback.
Aim to provide at least four points of feedback per candidate. Cover both technical skills and soft skills. Maybe their system design skills were impressive, but their communication could use some work. Or perhaps their coding was solid, but they struggled with problem-solving under pressure. Be specific and balanced.
Remember, hire only one, but give feedback to all.
Raising the bar
See, can you get away without following these points? Yes, many do. They also end up spending way more on hiring due to drop-offs, and low offer-to-joining ratios.
We want you to have a better standard for hiring. And your candidates a better standard for experience.
As you implement these changes, you'll likely see more than just an uptick in successful hires. You'll build a reputation as an employer who respects developers' time and skills.
In a world where word travels fast in tech circles, that's invaluable.