Although tech recruiters and hiring managers understand the need to find and hire talented developers, it’s not uncommon for both sides to clash throughout the interview process. In some cases, a recruiter grows frustrated when the candidates he or she has sourced consistently get rejected. In others, the recruiter and technical hiring manager simply are not aligned on their approaches to hiring developers. While there’s no silver bullet solution to build positive relationships with technical hiring managers, here are a few things you can do to make things easier on everyone when you’re recruiting and interviewing developers.
When you find a great developer, you'll probably want to fight for them along the way. That's an admirable quality, especially when you have evidence that he or she would be a great addition. But until the offer letter goes out, be careful not to oversell candidates and influence your engineering managers too much.
Our CEO Joel Spolsky once wrote about a recruiter who told him that he’d love a candidate right before he was scheduled to meet a developer candidate. He continued by saying, “Boy did this make me mad. What I should have said was, ‘Well, if you’re so sure I’m going to love him, why don’t you just hire him instead of wasting my time going through this interview.’” Sure, it’s your job to keep detailed notes about each candidate throughout the interview process, but give your hiring managers the space they need to make the final decision..
Developers are in high demand, andthere will be times when your inbox isn’t exactly overflowing with applications for your open positions. An empty inbox might seem like the worst case scenario. You could stay silent about the state of your pipeline, but you won't do yourself or your hiring managers any favors. if you’re anything like me, it’s probably kept you up late at night on a few occasions.
Instead, over-communicate with hiring managers, no matter how dire things might seem. They probably won't be thrilled, but they’ll still want to review the handful of candidates who have submitted applications. These conversations are never fun, but a discussion with a hiring manager who’s in the dark is much more uncomfortable.
The engineering team’s job is to evaluate the candidate’s ability, and it’s your job to ensure that he or she has a positive experience with your company. Your tech team can (and should) be an active participant in providing a positive candidate experience, but it’s your job to ensure that each developer has what he or she needs at each stage of the interview process. If you’re consistently able to create a best-in-class candidate experience, developers will take notice—and hiring managers will see that you’re doing everything in your power to sell your company to the candidates they want to hire.