Shortening Your Tech Recruitment Process

January 09, 2018

IT recruitment can be a lengthy, multi-stage process, from initial interview to pre-employment assessment and beyond. It is imperative to hire right-first-time, yet long recruitment processes can turn off top talent. We look at how to shorten your recruitment process while making a quality hire decision.

Hiring the right person with the right technical skillset quickly is vital to firms. According to a study by Appirio, at least 25% of projects are abandoned altogether because of IT capacity limitations, and projects that are eventually finished are delayed by an average of 5 months. The results for business can be catastrophic.

Typically, it takes just over a month to fill a tech vacancy – though for some firms particularly in the United States this may be considerably longer. In order to identify and select the ideal recruit with the best-fit skillset, the interview process tends to involve multiple stages, including phone or skype and face-to-face interviews, pre-employment assessment testing and meetings with various team members.

For every day that passes during the recruitment process, companies are potentially losing top talent. This could be to competitors who make recruitment decisions quickly, or because the candidate is so turned off by the process, they decide to remain in their current role.

Signs that your IT recruitment process is overlong

Time taken from initial interview to final selection is too long if:

  • Tech candidates have to chase you on next steps.
  • You forget some of the candidates still under consideration.
  • Candidates (and your team) have been introduced to so many people they forget whom they have seen and what they have learned about the project.
  • First choice candidates often turn your organisation’s offer down for those who have already made an offer.
  • By the time you make a hiring decision, the project is nearly finished.

Why you should shorten your technical hiring process

There are several benefits to shorter rounds of recruitment, including:

  • Reduced costs and resources used in the recruitment process.
  • Quicker recruitment times and therefore faster time to productivity.
  • Reduced time taken from initial interview to embedding the recruit into the team.
  • Improved company reputation, through creating a ‘good recruitment experience.’
  • Great first impressions – meaning candidates are more likely to want to work with you and stay!
  • Higher quality applications.
  • Hiring the right person, for the right job at the right time.

It is not just the length of the decision-making process that needs consideration. As developers become more in demand, it is not uncommon for employers to stipulate long notice periods in order to retain staff and minimise project disruptions. If your ideal programmer cannot start for three months, should you really prolong your recruitment process?

Creating a great candidate experience

Considering the high levels of demand for developers, tech firms should aim to create an incredible candidate experience for everyone. Quality candidates can attract and refer like-minded recruits to your company.

According to research by Cielo, 69% of job seekers say they are more likely to buy from a company that treats them with respect during the application process. Taking too long to get back to a candidate or asking them to go through multiple stages can make them feel undervalued and unappreciated – ultimately putting them off the role.

*Key tip – Try an online tool like Trustcruit to measure and analyse candidate feedback on your whole recruitment process, including length, to find out where you can improve.

Quality hiring decisions vs recruitment time

Ultimately, right-first-time recruitment is important – bad hiring decisions will adversely affect productivity, profitability and team morale.

IT companies favouring a slower selection process may worry that a shorter time-to-recruit could leave them open to making mistakes and lower quality hiring decisions. This does not have to be the case.

Shorten your recruitment process with an online technical testing tool

Dedicated technical skills testing platforms, such as our own ShowTech (changed from Technically Compatible in 2019), are used by leading tech recruiters and software companies globally to get a quick, accurate measure of which candidates have the best skill-set for their tech vacancies. With our customisable platforms, pre-employment aptitude testing needn’t be a lengthy process.

The ShowTech platform helps businesses and recruiters to:

  • Quickly assess and highlight top talent.
  • Reduce interview and screening time – allowing pre-employment testing to be carried out remotely, via the online platform.
  • Make quicker recruitment decisions.
  • Make better-informed decisions, based on accurate data.
  • Present recruiters with measurable and objective data.
  • Minimise the risk of bad decision-making, by ensuring the selection process is based purely on technical fit-to-role.
  • Ultimately increase candidate success rates in roles.
  • Remove any bias from the recruitment process, ensuring the best talent is recruited every time.

As long as you are thoroughly testing candidates and programmers, according to what matters to your organisation, you can identify your best-fit candidate in a shorter space of time.

ShowTech allows you to assess candidates in various ways including via; technical skills tests, programming aptitude tests, coding challenges, problem-solving skills, free text questions to assess knowledge and understanding, as well as video assessments to test listening and communication skills.

Find out how to recruit your candidates and make a quality hiring decision in less time – contact our team.

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