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We all know how time-consuming hiring new employees can be. Without a smooth hiring strategy, we’ll see a hiring process that can drag out for months—resulting in tech recruiters making the wrong decision and losing patience, desperate to fill the role. Or, it ends in tech companies losing talent as the candidate looks elsewhere.

In this blog, we’ll explore five ways to fine-tune your tech hiring process to ensure that the experience runs as smoothly as possible for your business and your candidates.

5 Ways to Improve your Hiring Process

1. Create a distribution campaign

First, we need to make sure that as many relevant eyes see this tech role as possible. So, ask yourself, where are your candidates sitting? What channels are they using, and how can you access those channels?

Once you’ve identified where your potential candidates are, map out how you plan on reaching them. Consider reaching candidates through social media, job recruiting platforms, or perhaps there are companies that provide a service for people in tech that match your ideal profile. Map out all of your channels and deliver your job description appropriately for each channel.

While you’re setting up a distribution campaign, you need to give it a time-stamp for maximum exposure. Ideally, you’ll only want to be running a job search campaign for 2-3 weeks. This gives you a reasonable amount of time to get exposure on the job application and give candidates enough time to apply. Make sure this time-stamp is applied to all of your distribution channels, so you have maximum reach opportunities within your hiring timeframe.

In doing this, you’ll also have the chance to make an impression on individuals and have your tech vacancy appearing in front of the same pair of eyes more than once.

2. Validate skills on mass

Once you’ve got your tech applications in, you’ll want an easy way to screen a high volume of candidates for their skills. This task can be grueling and lead to some painful deadends. Yet, using smart solutions can save your recruitment process hours, making it 2.5x faster to higher engineers, for example.

Using a skill assessment tool, you can also incorporate a plagiarism checker for all candidate submissions, which will mean you won’t damage the candidate experience and rest assured from a single point of truth. You can also host technical remote interviews via a shared, live, development environment without compromising on quality.

3. Send culture quizzes

After you’ve screened your candidates to make sure they have the right skill set you’re looking for, you’ll want to see if they’re a cultural fit for your business. Especially if you’re a small team tech startup, culture is vital for your team’s success.

If you end up hiring someone that’s not a cultural fit for your team, mission & vision, it can lead to company-wide frustration, miscommunication, and having to rehire for the same role a few months down the line. A cultural fit is not only for your business but for the candidate as well. It’s an opportunity for them to understand what you’re about.

Put together a culture quiz. A short quiz that’s easy to navigate and will give both the hiring company and the candidate a better understanding of each other. Using Typeform for these types of quizzes would enable you to gather your responses in one place, share them with the hiring team, and make better-informed recruitment decisions.

4. Schedule interviews wisely

Your recruiter’s time is valuable, as is your candidate’s. Make sure you schedule your interviews wisely. There’s nothing wrong with bundling your interviews into one afternoon. In fact, it can be a great way to get an unbias opinion of all of your candidates as you’ll be in the same mood when hosting all of the interviews at once.

However, you need to give yourself enough time to make a sufficient amount of notes on your candidate at the end of the call. Plus, there’s nothing worse than an interview that starts or ends late, both for the candidate and your tech business’s reputation.

Allow yourself some buffer time between interview slots and don’t book them back-to-back. Hoping on one call directly from another is a tricky game to play and rarely runs on schedule.

Lastly, you need to pick the appropriate platform to host your interviews on. If you’re trying to get a better idea of what the candidate may be like and can’t meet them in real life, then a video interview is always best. Make sure you’re clear in establishing which software you’ll use to host the interview and let your candidate know they’ll be on video- or be prepared for an awkward start to your call.

5. Use project management software and methods

Recruiting is a project. It should be treated with the same amount of project management ethos as any other project within your business. If your business is in a position in which it can onboard recruiting software, it can drastically improve the recruitment process’s efficiency and experience.

However, if your business is not able to incorporate new software, for whatever reason, you can refer back to common project management methods. A Gantt chart can be a reliable way to give internal stakeholders a clear overview of the timeline for hiring your next tech role, plus the part they play within the recruitment process.

There’s some great Gantt Chart software available to help you build out this solution and give a clear visual overview of your tech hiring timeline.

Happy Hiring

Hopefully, you’ve found ways that you can fine-tune your hiring process for your tech company. It can be overwhelming trying to hire a new role, especially when there’s such a high demand for the candidate profile, which is often the case in tech.

However, by implementing these five steps, you’re more likely to be successful with your hire and create a smoother process for your business and candidates.

Every candidate that walks away from the application process, walks away as a potential brand ambassador. It’s essential that you give candidates a positive experience; wrap up any recruitment campaign with a handful of new fans for your business, and sign on the top talent you deserve.

Ray Slater Berry has been working in social media and content marketing for eight years. He specializes in the tech, innovation, and travel sectors. He is a writer for Typeform and is a published novelist with his first book, Golden Boy.

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