This post was updated in December 2017 with new information.
It’s hard not to notice some of the incredible perks that the competition offer developers during. Considering that only 13% of developers are actively looking for new jobs, it would be easy to assume that companies need to offer trips to amusement parks and five-star dinners during the interview process just to get their attention.
But just like you wouldn’t define your company culture by your office amenities alone, tech candidates don’t choose jobs based solely on how well you spoil them during the interview process. Here are a few tips to help you create a best-in-class candidate experience for developers without breaking the bank.
Whether you keep them waiting in the lobby of your office, or leave them to stare at a blank video chat screen from a home office, it can be incredibly unsettling for a developer to be kept waiting. Often times, creating a positive candidate experience is as simple as being punctual at every stage of the interview process.
Set a couple rules for yourself. First, avoid scheduling any meetings 30 minutes before am interview. But if you do get pulled into an urgent meeting, give yourself a hard stop 15 minutes before a candidate is set to arrive.
Review the last few interviews you conducted and ask yourself a really tough question: How much talking did you do? If you remember more of what you said, and less of what the developer said, it's time to rethink your approach.
Your intentions might have been to make the candidate feel comfortable, but it probably made it difficult for that person to share anything. Not only do developers want you to do your research before you reach out for an interview, but they also want to tell you about what they’ve been working on. Give them the space to share achievements with you by doing something that might feel unnatural: talk less, and ask more questions.
You've probably been in your fair share of meetings about how to optimize your candidate experience for developers. Sure, those conversations are a necessary part of your developer hiring process, but they can ultimately be unproductive without a clear idea of how the candidates themselves felt about their experience. The best source of that feedback? Your current developers, all of whom have gone through your interview process. While you might believe they don’t have any suggestions because they chose to work for you, the odds are that they’ll have some tips to help you identify gaps in your interview process and create an even more incredible candidate experience for future developers.