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Ideally, companies and HR departments alike should be incorporating employer branding into each step of their hiring process. However, the majority of the time employer branding is focused on largely in the early stages of hiring and is often overlooked during the interviewing, onboarding, and retention stages. After you’ve spent time finding your ideal developer candidates, it’s time to focus on bringing your employer brand into your interview process.

Tailor Your Approach to Interviewing

One easy way to stand out to a candidate and improve their experience is to have a unique, tailored interview approach. You want candidates – even if they don’t end up getting or taking the job—to walk away feeling that the interview was well-constructed. It’s even better if your company becomes known for your unique interview approach. What do you do in your interview process that sets you apart from your competitors?

Here are a few ways you can tailor your approach to interviewing to reflect your employer brand.

  • Take your company’s values (some companies even have EVPs, which is a list of qualities and terms that are important to them) and incorporate them into your interview process. If your company is big on leadership, for example, you could bring this up in your interview and ask the candidate how they have approached leadership in their past roles.
  • If you need to give the developer you’re interviewing a task or test to complete, make it relevant to your company. While you don’t need to provide any secret company data, giving them a project that reflects something they would potentially do if they got the job is fulfilling and interesting.
  • Tell the candidate about your company’s story, and see what questions or comments they have. If they weren’t already familiar with your company’s story, maybe you aren’t doing a good job of conveying your brand to potential candidates.

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Take Your Audience into Account

There’s a large difference in interviewing someone for a sales position compared to a technical position, and your interview process should reflect that. Furthermore, you should take the candidate’s years of experience into account as well. A graduate fresh out of college likely isn’t as familiar with the standard interview process as a seasoned pro, so you should keep that in mind. For example, a more experienced candidate might be able to jump right into a technical conversation. But for someone who's a little more junior, leave a little more room for them to settle in before getting into the nitty gritty of the interview.

Keep Communication Open and Honest

An often-overlooked strategy to promoting a great employer brand is to be as transparent and communicative as possible. Rejection emails should be personalized to the candidate, not a cold template (the same goes for acceptance emails, obviously). Your communication to the candidate should always be written in your brand’s voice for consistency, while also being as empathetic as possible. Lastly, you should stay in touch with the candidate often and be sure to answer any questions they have along the way. It may sound simple enough, but following (or not following) these steps are a large part of your employer brand. 

how to interview devs


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