Most companies think what matters the most to tech talent is money. They might have been right before layoffs. Not anymore.
Candidates are now also looking for reliability. Your hiring process is a big reflection of this. It’s their first glimpse into what your culture is, not just what your “our values” section says. It is also a great branding opportunity for you.
Make a note of these 5 things so you make the most of it:
#1 - Your first impression matters
Your JD is the first hiring touchpoint. Make it a good one - be specific about the skills and responsibilities. Don't list down every IT skill under the sun.
Be transparent about your tech stack and development methodologies. If you use specific tools or follow particular practices (like TDD or Agile), mention them. This level of detail attracts candidates who are genuinely interested and skilled in what you need, saving time for both parties in the long run.
Always list down the expectations from the role in 1-3-6 months. Optionally, you can include a "day in the life" section that outlines typical projects or challenges the role will tackle. This gives candidates a clearer picture of what to expect and helps them self-select for fit.
A well-crafted JD is a powerful tool for setting expectations and filtering candidates. Use it wisely.
#2 - Show, don’t tell
Don’t contradict yourself by saying you are transparent while also not disclosing the salary budget till the last minute. It’s a make or break for trust. Candidates value honesty and it saves everyone time.
Always be open about your budget range from the start. If you're worried about losing negotiation leverage, remember that transparency doesn't mean inflexibility. You can still have room for adjustments based on a candidate's experience and skills.
For instance, you might state: "Salary range $X-$Y, depending on experience. We also offer equity and performance bonuses."
#3 - Proactive communication goes a long way
Radio silence is the enemy of a positive candidate experience. They want to know what is your hiring process like and how long it takes. It’s a fair enough expectation.
Start by outlining your hiring process in the job description or on your careers page. Include estimated timelines for each stage. Then, stick to those timelines or communicate promptly if there are delays.
After each interview or assessment, send a quick email to let candidates know the next steps and when they can expect to hear back. This can easily be automated too, ensuring no candidate falls through the cracks.
It's a small effort that leaves a lasting positive impression, irrespective of the final decision.
#4 - Designing time-conscious assessments
Technical assessments are a crucial part of tech hiring, but they shouldn't feel like unpaid work. Keep your assignments focused and respectful of candidates' time.
Aim for assessments that can be completed in 3 hours or less. If you need a more extensive evaluation, consider making it a paid assignment.
This shows that you value their time and expertise. It also reduces drop-offs.
A concise assessment is as good as a lengthy project if you want to test their skills. Plus, busy in-demand candidates won't reject it since they can find time for it. For example, for a frontend role, you might ask them to create a responsive component with specific functionality rather than an entire website.
#5 - Don’t play lowball offers games
The offer stage is your chance to cement a positive impression. Avoid the temptation to play lowball games. Instead, present your best offer upfront, based on the candidate's qualifications and your budget.
Be open to reasonable requests and communicate clearly about any constraints. If you can't meet a candidate's ask, explain why and explore other forms of compensation or benefits that might bridge the gap.
Even if you can't reach an agreement, a respectful negotiation process has a lot of business value. A rejected candidate referring you holds great weight.
Your hiring process reflects your brand
With each hire, aim to be the employer of choice. Every touchpoint is a chance to showcase your values and culture. Use this checklist, and personalize it to create a process of respect. It's not just about filling roles—it's about conversations worth having, a process worth investing in.
After all, how you hire can influence who you hire.
