It was found that the average time-to-hire for employees in the U.S. across all occupations is 22.9 days, with more difficult tasks having a longer time to hire.
For example, it took 35 days to employ a software engineer after at least 30 interview evaluations.
The more detailed response
The research looked at the average duration of the interview procedure in various countries and found that the United States was second only to Canada in terms of speed (22.1 days). France has the longest hiring process.
Over four years, our research indicated that hiring times were rising. An increase from 12.6 days in 2010 to 22.9 days in 2014 was the average time it took to hire someone.
Not surprisingly, industry-specific figures vary greatly. As a result, recruiting software engineers for government agencies will always take longer than for agile companies.
In addition, the length of time it takes to get a job in the United States depends on where you live, with Washington D.C. taking the longest on average. According to the research, hiring takes far less time in Miami, Phoenix, and Orlando than elsewhere.
How to hire a software engineer?
You’ll have to go through the process and picture how long it will take your organization to complete what it needs to see how long it will take to locate your software developer.
Keep in mind that this will take a lot of time: you’ll need to spend the next several weeks generating and analyzing job adverts, conducting interviews, and creating coding exams.
Hiring software engineers is a lengthy process that requires a thorough understanding of your company’s objectives before you begin the search.
Step 1: Identify and Clarify Your Objectives
To get the most out of the situation, it is important to state your objectives explicitly.
Before posting on every employment board, you can think of, be sure your company’s goals and wants are crystal clear. What questions should you ask yourself?
What is the issue you’re attempting to resolve?
Hiring a full-time software engineer might be risky if you don’t already have a software engineering team in place.
So, why are you adding a new member to your team? Is a web application necessary? What about a mobile app? What’s this?
Offshoring or outsourcing your engineering staff may be an option until you are certain that you need a software engineer on-call 24 hours a day, seven days a week.
Do you have a budget in mind?
The cost of hiring a software developer might be high. If you decide to recruit a new team member, be prepared to put aside a substantial amount of money each month.
Software developers are in high demand, and if you don’t pay them enough, they’ll search for work elsewhere.
Your new employee has to start working as soon as possible.
Employing someone and getting them up to speed straight immediately is practically difficult.
There will be a period of adjustment for many employees. The appropriate individual may have to move. Even after you’ve hired someone, you should plan to take anywhere from one to three months to properly train them.
If you choose to outsource, this may not be the case. Suppose a group of people can be assembled without requiring them to migrate. In that case, it has its benefits, and their geographic location will not influence their capacity to respond rapidly and strategically to problems.
You may continue to publish job openings if you believe that a new team member is an urgent need.
Step 2: Place an advertisement for a job.
The first time an applicant interacts with a firm is via the job ad, so make it count.
A well-written ad should be clear and concise, and it should have the following:
- Role. Provide a detailed description of what the prospect may expect to accomplish when joining your organization.
- Requirements. Make sure you know exactly what the job requires regarding technical skills. Specific technical details will help screen out the unqualified while also clarifying the competence.
- Salary. If you’re hoping to get a better deal, you may want to hold off on recording your pay. We strongly discourage you from taking this action. To avoid any misunderstandings later on, be up forward and honest about your earnings. A candidate you can’t afford to spend time with is not worth the effort. People willing to labor for money will come up, giving you a huge edge.
- Purpose. In the absence of Amazon, Google, or Microsoft, a prospective employee is unlikely to know what your firm does or where it is heading. Explain to the applicant what the firm does, why it exists, and how working here may be a dream job for a candidate and a benefit to the organization.
You could dazzle some beginners with words like “tech gurus” or “software ninjas,” but you won’t win over the experienced men and girls if you attempt to be nice. It is best to keep your job descriptions to the point.
This phase shouldn’t take long if you’ve properly stated your objectives. It may take a few hours to construct an effective job ad.
Step 3 – Interview
If your job offer was explicit enough, you should be receiving some fascinating resumes shortly. Good luck!
You’ll be able to meet your possible new employee face-to-face here. You’ll need to do the following things throughout the interview process:
A quick icebreaker session. You’ll learn a lot about a potential employee’s character in this interview.
A programming evaluation. You should ask the applicant to explain their responses to a brief programming exam. It’s crucial to have an open mind if the applicant doesn’t pass the exam as you had hoped. Our goal is to get to know one other better.
Time to end the interview
It may take some time to arrange all of your interviews, but the interview itself should be approximately an hour and a half, and the exam element should take about 25-30 minutes. Additionally, devising or discovering appropriate tests might take a long time.
Step 4: The more in-depth technical evaluation
For the ultimate decision on your applicant, you’ll need to conduct a lengthier and more in-depth exam now that you’ve gotten to know them. You don’t have to do this unless you’re giving an exceptionally high income and comprehensive benefits.
In addition, if you want to put your final 3-5 applicants through a lengthier exam (of roughly 4 hours), we strongly urge that you compensate them for their efforts. This is a great method to demonstrate to applicants that you value their time and efforts.
Complete the technical evaluation
A senior programmer with the ability to assess each candidate’s qualifications should develop this exam. Since the exam is meant to verify the quality of the code and documentation, participants are allowed to raise any concerns they have.
If you don’t already have a test that you know the answers to, plan on spending some time creating one or you can use a specialized assessment company such as KillerCoder. Depending on how long it takes to schedule all the tests on the calendar, your applicants may have to wait several weeks to take the short and long examinations.
Time to make a final choice
It will take time to discover the ideal individual for your software engineer position if you consider that the average time to recruit a software engineer is 35 days.
Your company’s experience with employing a software developer will influence this estimate. Even a 20 percent increase in the timetable will cause things to be pushed back since there are so many moving components.
