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Miscommunication, the wrong technology, and slow screening processes can all hurt the efficiency of your hiring processes. But with a remote-first approach, you can streamline hiring to support your ever-growing business. 

Tech companies that are growing quickly and scaling their operations face constant pressure to find the best engineering talent. But let’s face facts—most modern hiring processes are inefficient.

Faced with mass application submissions across a wide variety of online job boards, you’re continuously stuffing the top of your recruiting funnel with more candidates. And while that may create a large pool of talent to draw from, it leads to inevitable operational challenges that minimize your hiring efficiency.

When the tech world gets back to its usual state of high-volume hiring, there will be an intensified push for greater efficiency to make up for pandemic-related damages. As you prepare to return to business-as-usual, you need a plan to make your tech hiring more efficient.

3 Key Causes of Tech Hiring Inefficiency

At the most basic level, tech hiring is inefficient for one main reason—it’s just difficult. There’s such high demand for top engineering talent that you’re in constant competition with other hiring teams. This competition, in addition to your own need to deeply understand whether or not a candidate fits your needs, slows down tech hiring processes in the most general sense.

A 2019 Jobvite study confirms this idea, showing that the tech industry has one of the longest average time to fill and most applications per open requisition compared to other industries like healthcare and retail. With 39 applications needed per open position, it takes tech companies an average of 42 days to hire new employees.

When you’re scaling engineering teams and trying to maximize agility across your business, such lengthy hiring cycles can be problematic. And while you’re always looking to streamline the process without sacrificing quality, there are a few common issues that can slow everything down.

1. Miscommunication with Candidates

Effective communication is critical to maximizing candidate experiences and hiring efficiently across all positions. But when you add in things like technical assessments to evaluate engineers, there’s additional pressure to communicate clearly. When time is wasted with back-and-forth emails to explain technical assessments, you’re only drawing out the hiring process and limiting efficiency.

2. Relying on the Wrong Technologies

There’s a wide array of technologies you can use to execute your hiring processes. Even though there’s no single right or wrong approach, there are certain technologies that can limit the efficiency of your hiring process. For example, trying to use Google Docs to run live coding assessments or basic screen sharing tools can lead to clunky interview experiences that hurt your ability to assess talent and diminish your employer brand in the eyes of your candidates.

3. Spending Time Manually Screening Candidates

When you’re taking a high-volume approach to hiring, manually screening candidates before starting technical assessments or interviews with hiring managers can take up a significant amount of time. In some cases, you might review dozens or even hundreds of applications just to decide which candidates to send a technical assessment to. Screening candidates is a necessary part of the hiring process. But if you can find a way to filter out candidates before manually checking CVs, you’ll be able to increase your overall efficiency.

Cutting your time to hire from 40-50 days to just 30 (without sacrificing hiring quality) can significantly impact business performance. Minor changes to your operations won’t be enough, though. By transforming the way you hire, you can maximize efficiency and give your hiring managers more tools to find the candidates best suited for open positions.

Maximizing Efficiency with Remote-First Tech Hiring

The best way to maximize the efficiency of your tech hiring processes is to go remote. This may seem easier said than done given the difficulties of hiring for both technical and culture fit without having someone onsite. However, the right tools can make it easier to find the best candidates with a remote-first mindset.

Remote connectivity is the future of work. Especially in the tech industry where more and more positions are fully or partially remote, you need to be able to source, evaluate, and hire candidates without seeing them in person. Doing so can save you a significant amount of time that’s otherwise spent trying to coordinate schedules with candidates, recruiters, and hiring managers for in-office visits.

You can’t just force existing tools and processes to support remote hiring practices, though. We built the Codility platform to help tech hiring teams make the transition seamlessly. With our remote-first hiring solutions, you can:

  •  Fill your funnel with active candidates through online recruitment campaigns that increase source quality and boost your employer brand.
  • Use accurate code tests to screen candidates remotely, ensuring that recruiters and hiring managers are only met with the CVs of qualified applicants.
  • Host virtual tech interviews within a live coding environment so that you can get a better sense of a candidate’s hard skills as well as their ability to communicate and collaborate with other engineers.

We’ve already helped some of the world’s leading tech brands streamline hiring processes by integrating remote qualities to their operations. If you want to learn more about how it all works, download our Guide to Remote-First Hiring.

Roy Solomon is Chief Revenue Officer at Codility, and an expert in the future of work. Roy leads Codility’s customer-facing teams and advises TA and Engineering leaders from around the world on how to build their technical hiring and retention plans.

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