When your team is under pressure to hire as many talented developers as humanly possible, it’s easy to ignore the impact some traditional tech hiring practices that could potentially make your company less appealing to top candidates. While there’s no one-size-fits-all approach to developer hiring, there are some common bad habits that are ultimately making other companies more attractive to candidates. Which tech hiring practices are driving candidates away from the tech roles you’ve been working to fill?
From a logistical standpoint, it might seem like a good idea to dump every technical role you’re hiring for into a single job description to attract more candidates. It’s true that you might receive more responses to these listings initially, but this is a surefire way to confuse candidates. Imagine what it would be like to read a single job description that called for an HR Director and a Talent Acquisition Coordinator. More often than not, you’d quickly move on to an opportunity that was much clearer. In the case of a developer who is either currently employed or has other options available to them, it’s not surprising to see these candidates spending even less time considering these confusing job listings.
It makes perfect sense if every interview you conduct is thorough, especially if your developer hiring process gives them the opportunity to meet the members of your tech team. Once candidates have completed the interview process, don’t make them wait for an extended period as you and your team deliberate over next steps. Of course, it’s important not to rush into a hiring decision because you’re under pressure to hire as many developers as possible. However, if you’ve been on the fence about a particular candidate and can’t seem to make a decision, the solution to this is simple: wait for someone better to come along.
No company is immune to the reality that some developers will decline an offer because they’ve accepted an opportunity from another organization they simply could not ignore. However, there’s no benefit to making an offer that’s below market value for the sole purpose of trying to save a few dollars, especially when you can afford to properly compensate a great candidate. Developers have made no secret of the fact that they’d like to know the salary range for a position before considering it, and Sharon Lauby, president of ITM Group Inc., tells SHRM this means that recruiting departments are tasked with clearly articulating the entire compensation package to candidates. Although she’s worked for organizations whose salaries were consistently at the lower end of the scale, Lauby adds, “If that’s the culture, then have that conversation with employees up-front. It’s nothing to be embarrassed about and many candidates will appreciate it.”