While companies previously relied on the sound instincts of their recruiters to build strong tech teams, new insights and advanced analytics are enabling talent acquisition teams to do so more efficiently.
But the increased availability of technical recruiting metrics can create confusion amongst hiring teams that are unsure of how to use the data. While some insights are straightforward, here are a few technical interview metrics that are often misunderstood.
It would be easy to look at this metric and quickly determine that either you are spending far too much per technical hire, or that you’ve actually been able to hire a few developers and save some money. The problem is that both of these conclusions ignore a data point that has a far bigger impact on the quality of teams you ultimately build: Quality of Hire.
It’s important to know if you’re spending too much, or too little, to attract and recruit technical talent. However, it’s even more important to ensure that you’re hiring quality developers. While a lower-than-expected Cost Per Hire might appear to be a positive for your recruiting budget, a bad hire will ultimately cost you more over the long-term.
While you should know if interviewers are properly vetting developers, some companies have begun paying closer attention to Interviewer Effectiveness as one of their technical interview metrics. If this is done thoughtfully through candidate surveys and interview post mortems with each team member, measuring interviewer effectiveness can provide some unique insights into how well your developer hiring process is working.
But there are plenty of data points that are quantitative in nature, Interviewer Effectiveness should not be one of them. Assigning numeric grades to each interviewer's skills and performance could make everyone involved in the process more concerned about their score than they are about evaluating a developer's ability to write quality code. Additionally, you’ll likely waste a considerable amount of time about how to grade interviewers in this way, especially considering that it’s such a subjective metric.
We understand that developer hiring is a top priority for companies of all sizes, but it’s also no secret that there aren’t enough candidates on the open market to fill every single opening. Some technical roles will need to stay open for an extended period. It would be easy to go into panic mode after missing a self-imposed deadline. But it makes much more sense to wait for somebody outstanding to come along, rather than settling on a candidate who didn’t blow you away.
Rather than focusing on the fact that a particular role has been vacant for an extended period, take the time to understand the average amount of time it took your company to find its best technical hires. You might not like the number at first glance, but a little bit of patience will ultimately yield a higher volume of quality tech hires.