Even when you’ve built your employer brand, researched the developer landscape, and learned the nuances of communicating with great candidates, there are times when you’ll feel like you’re not hiring developers as quickly as you’d like to be. Whether you’re having trouble filling your pipeline or can’t seem to close a deal with developers you’re excited about, this is a good indication that your approach needs to be reevaluated. Here are three things that can hold your entire developer hiring process back.
Even though companies face the reality of having 4.5 open jobs for every developer on the market, some recruiting teams like to add additional (read: unnecessary) layers to their applications. While it would be easy to believe that this improves the quality of candidates and reduces the amount of time spent reviewing resumes, the top developers can choose where they want to work. If an application has too many layers, those developers will usually move on to another company they’re excited about, especially if they make it easier to apply.
It’s understandable when you’re unsure whether a resume fully captures the qualifications of a developer. In fact, that’s exactly why the traditional way to screen resumes is ineffective when you need to hire developers. Rather than adding more hoops for candidates to jump through, ask your tech team for feedback when reviewing resumes. The key to fixing this piece of your broken hiring process is to make it as easy as possible for top developers to apply, rather than trying to pre-qualify candidates before they can even consider it.
Asking your tech team to participate in interviews without providing training on how your company hires developers is risky, at best. They’re great at writing code and have made great team members, but not all developers have long track records of interviewing candidates.
This signals a broken hiring process for two reasons. Some of your developers will naturally favor candidates who they get along with, regardless of their coding skills. But also, team members who haven’t received interview training are prone to sticking too closely to their current technology stack when vetting candidates. Even if you’ve taken measures to ensure you’re hiring the right people for the job, your team could potentially eliminate great candidates simply because they don’t know every programming language in your company’s current stack.
Whether you’re reviewing code or simply assessing for culture fit, there should be built-in parameters for every person involved in your developer hiring to provide feedback. If you don’t have guidelines in place for interviewers to give timely feedback, you’ll often find yourself chasing down every single person to get their thoughts before proceeding with a candidate. This is problematic for a number of reasons, but above everything else, slowing down your hiring process to this degree will ultimately cause developers to take roles with companies that move much more quickly.
Our CEO Joel Spolsky takes the feedback cycle seriously. In fact, he asks interviewers to provide immediate feedback. This feedback includes a one or two paragraph justification, which is due 15 minutes after the interview ends. It’s up to you to determine how quickly you want interviewers to decide, but make sure you don’t give them too much time to consider each candidate they meet.