You’ve made the case to hire a new tech recruiter, and you’ve found some great people to do the job. They’re probably ready to dive right in, and you know they’ll help you hit your hiring goals. But no matter how confident you are in their abilities, they still need some time to settle into their new jobs.
That’s not to say that a new tech recruiter can’t have an immediate impact. But as their manager, there are ways that you can jumpstart their tenure at your company. Here are a few tips to help you get your new tech recruiters up to speed quickly.
All developer interviews should have a few things in common. You should avoid tactics that turn candidates off, adjust your approach for active and passive candidates, and incorporate your employer brand. Still, every company that does these things well has a unique approach, and even the most experienced recruiters need time to adjust.
As you’re onboarding your newest tech recruiters, allow them to shadow their tenured colleagues during a live technical interview. They'll see the nuances of your company’s developer interview process and have the flexibility to ask questions as they arise without the pressure of managing it by themselves. Additionally, make sure to let candidates know that your new recruiter will be attending the interview for training purposes before they arrive.
Interview shadowing isn’t the only form of support that your newest team members need during their first week or two on the job. Anyone starting a new job needs to know that no question is a dumb question, and you can follow through on that by partnering your new recruiters with a more experienced mentor. Let them decide on their own how often they’ll meet, how they prefer communicating, and how long the mentorship is necessary. This will ensure that they have someone to guide them, especially when you’re not available.
The most successful tech recruiters know how to build relationships. But that doesn't happen overnight, and it can be even more challenging for someone who’s getting started at a brand new company.
As part of their onboarding and orientation process, include lunch or coffee meetings with the managers that are most often involved in your developer hiring process. Of course, you should expect the recruiter to build relationships with each person over time. But you can give them a head start by making warm introductions to your engineering managers.
Let’s face it—long lists of “required” reading materials can be overwhelming for anyone in a new job. There’s so much to learn about the company, its processes, and its expectations of all employees. But you can make it a more productive (and less intimidating) activity by including blog posts, eBooks, and other materials that are specific to hiring programmers.
For someone who’s transitioning into tech recruiting role, make sure they know the basics of writing emails to candidates and engaging with passive candidates. If your new hire needs to get caught up on the latest technology trends, pick out a few relevant pieces from resources like Joel on Software, Coding Horror, and our 2017 Developer Hiring Survey.
You probably have a busy schedule and a list of unfinished tasks. But when you’re onboarding a new tech recruiter, do everything in your power to leave time to meet with them at least one time a week as they ramp up. Even if everyone else at your company has offered their support, your recruiters need to know that you are available to answer their questions and serve as a sounding board.
Before your new employees arrive on their first day, reserve a 30-minute block of time on your calendar for the two of you to meet, and have it repeat on a weekly basis. If you can’t make a weekly check-in on a given week, don’t cancel it altogether. Make it a priority to reschedule for either the next day or at the end of the week when things are a little less hectic.