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Post by Rich Moy on Nov 3, 2016, 12:00:00 PM

Recruiting technology has made it easier than ever for everyone involved in your developer hiring process to automate just about everything. It’s easy to get caught up in all the ways technology can save you time and help you hire developers faster. However, there are some touchpoints that just should never be handled by technology, no matter how convenient it seems. Here are a few stages throughout the interview process that you should always do yourself, even though software could make it more automatic.

Don’t Automate Emails With Details About Next Steps

There are plenty of options that allow you to save email templates and send quick updates to candidates at the drop of a hat. The problem with this approach when you’re recruiting and interviewing developers is that the most talented candidates receive a lot of emails from potential employers. Relying on canned templates for which you only need to edit interview dates and times is a good way to make developers feel as if you see them as nothing more than commodities. So even though it'll take more time, write each recruitment email from scratch.

Don’t Wait to Respond to Candidates, Even if You Don’t Have an Answer

One of the toughest things about interviewing developers is that you often don’t control the entire process. You’re responsible for finding outstanding candidates and shepherding them through your developer hiring process, but ultimately, you work with a lot of different people to make sure you hire the right talent.

Developers are in demand, but they’re also reasonable. It’s much better to let candidates know that you simply do not have an update, rather than leaving them in the dark. You might assume that they understand that the interview process is unwieldy at times, but when in doubt, make it your default to over-communicate.

Don’t Ask Someone Else to Make Your Rejection Calls on Your Behalf

Reaching out to a developer to let him or her know that you’re going in another direction is never a fun activity. Although these conversations are undoubtedly awkward, delegating this unpleasant task to someone else on your team can do damage to your relationship with a particular candidate and your employer brand. If you go back to that person down the road with another opportunity, he or she will remember the fact that you asked someone else on your team to do your dirty work. Even if you don’t end up reconsidering a candidate down the road, that person will likely share their experience with other developers—and if it’s a negative one, you might miss out on an incredibly talented developer.basics of hiring developers


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