So, you put out a job listing for an open tech position, and hundreds of candidates rushed in to apply for the role. You may want to take a long time and give so much effort to ensure that the candidates match the required skill set and company culture. You wouldn’t want to waste time, effort, money, and other resources just to hire the wrong talent and go through the same hiring process to replace the wrong hire, would you?
It is no secret how difficult it can be to find, evaluate, interview, and retain tech talents. Let’s go through some of the steps in the hiring process to help you better understand how taxing and tedious it can be for hiring managers and recruiters before and after the job listing is posted.
Stages of Traditional Hiring Process
1. Identify the hiring needs
The first step in your hiring process should answer these questions: “What does my organization need?”, “Why do we need it?” and “How can this help my company?”.
Asking these questions may sound basic, but it’s actually essential. You can’t begin your recruitment process just because you want another person on your team. You must always know the what, why, and how of your hiring needs.
2. Prepare the job description
Prepare a clear and detailed job description; you don’t want piles of random resumes that don’t match your requirements. Your job description should include the job title, purpose, duties and responsibilities, requirements, special qualifications, desired characteristics, and experiences. It could also include a work schedule, compensation and benefits, and other skills required for the job.
3. Design a Recruitment Plan
After identifying the job position and description, it’s time to strategize. Recruitment plans serve as a forecast or timeline for companies to find and hire qualified talents without causing downtime for the organization.
The plan should include achievable recruitment goals within a specific timeframe, your ideal candidate profile based on the job description, create criteria to follow in the final decision making, who among the organization will be involved in the process, which platforms to advertise your job listing, and which hiring platforms and assessment tools to use.
- Sourcing and attracting tech talents
There are two resources that hiring managers and recruiters can tap when hiring – the internal and external sources. You can source candidates within your company’s existing workforce through promotion, internal advertisement, or re-hiring, or look for applicants outside the company through job boards, social media platforms, networking platforms, and referrals.
- Screen and Shortlist
Whether you choose internal or external sourcing or utilize both, you will need to screen and shortlist your candidates for the job position. Screening begins by reviewing applications and cover letters to sort out your initial candidate pool.
- Pre-employment Skills test
After you come up with the list of potential candidates, you schedule a pre-employment test to gather relevant information to predict your applicants’ performance in the workplace; this will then create a shortlist of candidates ready for the next step in the hiring process. You can develop your own pre-employment skills test and administer them one by one on-site or hire an assessment platform and do it remotely.
- Initial Interviews or Screening Interview
Applicants who passed the first-cut screening tests will proceed for the initial interviews. Interviewers commonly ask the candidate for a self-introduction ask about the applicants’ skills, experiences, work history, availability, and other relevant information not included in their resume. In other words, initial interviews ensure that the candidate’s skill sets and experiences fit the position.
- Final Interview
If the candidate passes the pre-employment skills test, they will be compared and contrasted against other qualified candidates to see who best fits the job. Interviewers will likely prepare broader, higher-level questions about the candidate’s career history, interests, motivations, salary expectation, and present situational problems to see how the candidate will provide solutions to solve the issue.
Final interviews can be one-on-one, group, or panel interviews. Doing this will give recruiters an insight into how the candidate will react and solve real-life problems.
After the final interviews, people in charge of making the hiring decision will convene and decide who to pick using the previously prepared criteria. The criteria can include skills, experience, qualifications, overall attitude, and salary expectations to fit the company budget. At this stage, hiring managers and recruiters may choose to do a background check. They check on developers’ previous works added to their resumes like Github links, mobile applications, web development, and other projects.
- Employment offer
You have finally found the right candidate for your vacant position; now you’re ready to offer them the opportunity to take the employment of their dreams. The initial employment offer can be made via phone or virtual meeting to establish an acceptable offer. During the employment offer stage, hiring managers will discuss the terms of employment that may include talks about salary, benefits, vacation leaves, sick leaves, and other company policies. You might want to consider whether your candidate has other companies offering the same or similar employment opportunities.
After negotiating with the candidate, you can now send the employment offers via postal mail or email and ask the candidate to send you a signed copy of the offer letter to make sure that both parties have come to an understanding regarding the terms of the employment offer.
- Onboarding and retention
Congratulations! You’ve reached the last stage of the hiring process. Now, it’s time to introduce the newly hired employee into your organization do all the HR paperwork. The onboarding process goes beyond the introductions; it involves training and mentorship to avoid new hires feeling not welcomed, not trained, and out of place in the job they chose to accept.
A hiring manager’s job doesn’t end there, though; they must work to retain employees. Retention does not happen due to employees’ motivation and hard work alone. Rewards, inclusion, listening to employee feedback, training, and other perks would improve employee retention.
The list mentioned above is the stages that recruiters and hiring managers go through to find the right talent for a job position for their organization. Pretty laborious, right? This is the reality that we’ve been facing in the tech hiring industry.
An Easier and More Effective Way to Hire Your Next Tech Talents
Through the years, there are a few platforms that offer hiring assistance for tech companies. Now, we’re going to introduce an easier, better, and faster way to pick the right tech talent.
Soon, Data Compass will launch an online assessment platform that will assist recruiters in their hiring needs. We have been working for the past year to improve the hiring process, not only for tech recruiters but also for tech talents.
Include Data Compass In Your Next Hiring
Recruitment is one of the most paramount tasks for every company; they would want an employee to help their growth and grow with them along the way. Picking the right tech talent proves to be a tough task for any organization, especially if they opt for the traditional hiring process where they do everything by themselves.
With Data Compass, you can do the screening, shortlisting, pre-employment skills testing, interviewing, and evaluating all in one platform.
All these can be done remotely, time-conveniently, efficiently, and effectively with Data Compass.
Pick the right tech talent for your next hire with Data Compass.
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