Hire Top Engineering Talent Fast and Easy

claudio-schwarz-bRejy-aKxv8-unsplash (3)
Photo by Claudio Schwarz on Unsplash

The IT industry is in a precarious position. As one of the only industries experiencing growth, IT companies need to hire competent and valuable employees during a labor shortage.

Several impediments to hiring quickly include long hiring processes, mountains of coding tests, unclear hiring metrics, and overworked HR staff. We’ve determined the top 4 ways to streamline your hiring strategy for IT engineering jobs.

1. Create Concise and Accurate Job Postings

With the labor shortage, companies are quickly learning that hiring is no longer only “Prove why we should hire you.” A new component of “Prove why I should work for your company” has emerged, putting companies that are slow to adapt to this change far behind innovative companies.

This proof starts with the job posting. Your job posting is an elevator pitch that shows off the position being offered and the company itself. Like any advertising, it’s what makes people notice your company and want to use it. To show your company in the best light, consider this question when writing a job posting:

Why should potential candidates invest their time applying for our organization instead of others?

To make sure you’re hitting all the points that will ensure the right applicant sends in their resume, make sure you follow these guidelines:

  • Be to the point with dense and straightforward information
  • State unique benefits your company offers
  • Use a robust list of qualification requirements
  • List key responsibilities and set expectations

2. Streamline Coding Tests- Make Them Short and Relevant

A central part of streamlining the hiring process is cutting dead weight. While testing is essential for specific critical roles, too many long tests are a massive turn-off for candidates. Requiring many long tests puts a lot of pressure, stress, and burden on developers they have no relationship with.

Keep in mind that most potential candidates are interviewing with several companies at once. This means that if your company has a test that takes 3 hours to complete while your competition offers a 30-minute test, candidates will much more readily go to your competitor.

One way to get around this is to have a live interview mixed with coding tests. Using a virtual consultation and shared screen, the interviewer can watch the candidate write code for real-world problems. This allows the interviewer to assess decision-making and problem-solving skills as well as actual coding ability.

3. Determine and Adjust Your Hiring Metrics

By being aware of the metrics associated with your hiring process, you can improve on them. Hiring metrics you can receive data on include:

  • Total number of introductory interviews
  • Number of relationships with potential candidates
  • Average interviewing hours per session
  • Time-to-hire
  • Time-to-capacity

These will show you where your hiring process is stagnant and where it can be improved. Being aware of these numbers and being committed to adjusting and improving them where possible will make a massive difference in your hiring process.

4. Automate Where Possible

Using online or automated tools to assess ability, ask questions, or remove burdens is a great way to streamline the process. Using online tests, assessments, and questionnaires can save valuable time for team members. This also saves time for potential candidates, making you a more attractive option for them and starting the relationship on a good foot.

Streamline Your Hiring Process and Get Huge Results

To get ahead in an industry experiencing extreme growth, it’s critical to have a company that grows. These teams need to be staffed strong and quickly, making hiring more crucial and challenging. By streamlining your hiring, you can ease some of the pressure from your team, building a better company with ease.