Tech recruiting in many ways is different from recruiting for other roles as the skills required for those roles cannot be easily judged in face-to-face conversations or simple assessments. This is why screening and interviewing for these roles is also time-taking. Despite that, it is very much possible that there could be costly mis-hires. To avoid such challenges, Hiring Managers can use the following quick guide to carefully design their tech hiring process for increased efficiency.
Seems obvious, but wait. The bigger question is how? As an HR manager, are you relying on just the requirements given by engineering/tech managers? Or do you have an updated matrix of skills mapped to various roles in the organization based on real-time data? So, while the requirements given by tech managers can certainly get you started, as an HR professional, you have to rely on data for an effective requirements plan. You can leverage technology to maintain the database of various roles and skills of individuals mapped so that your decision-making is accurate.
Skills is just one part of the job profile. To attract the right fits for the role, it is extremely important to list down all the job responsibilities, description of role, and day-to-day activities. This job description is key in also screening candidates as you can ask better questions relevant to the job description to find out whether the candidate has related experience and can be further moved on to next steps. Ideally, this needs to be up to date every time before you start announcing the vacancy.
Most of the recruiters select experience over talent. They try to identify toughened individuals with the right qualifications and experience. However, since tech is ever-changing, fresh perspectives and innovation could play a major role rather than the experience of the candidate. Also, the experience of a candidate can tell you whether they are comfortable with a similar role, but you cannot judge whether they are really good fits or not. So, skill-based assessments are super important here, especially to judge the practical application of skills listed on candidates’ resumes.
Not just skills, with adaptive stack-based assessments, you can also identify the proficiency in the skills required and identify future potential of the candidates as well.
In addition to the above, it’s also good to list down all the following requirements for the role so that you can make informed decisions on the roles you are hiring for. Some of this information could also help you answer initial questions from your candidates before you involve the tech managers in the interview process.
We hope this quick guide will help you streamline your tech hiring process and add efficiency/accuracy to your efforts.
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