4 Strategies to Make Your Recruitment Process More Efficient

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Recruiting engineers is often a key part of your team’s workload because they assist with tasks like evaluating new hire fit and technical ability. Software engineers are often involved in the hiring process in inefficient ways, causing them to lose focus on their other responsibilities. Recruiting alone can consume up to 20% of an engineering manager’s time.

This article covers 4 different strategies that can improve your recruitment process.

1) By using structured technical screens, engineers can spend less time interviewing each other.

Engineering candidates are often interviewed via phone, in onsite panels, or in executive interviews. A typical phone screen lasts one hour, plus prep and debriefs time of one-half hour each.

On the other hand, hiring a professional tech screening service will save your engineering team hundreds of hours of interview time.

2) Reduce time spent creating coding questions by hiring technical assessment services

Creating the coding tasks used in technical evaluations can take a lot of time from your engineering team. If you run an engineering company, you already know this very well. Outsourcing technical assessment services will undoubtedly take a lot of time off your team’s hands.

3) Managing leaked questions can be reduced by adopting dynamic skills evaluation frameworks.

Even if you have non-disclosure agreements with your candidates, there are chances the interview questions will be leaked. The first step to resolving this issue is accepting it as it is as unavoidable and moving to reduce the impact of leaked Qs. There are several companies out there that can provide services for creating individualized assessments. They will create thousands of variations of the Qs for you, which will ultimately save your engineers countless hours. Instead, they’ll be able to focus on their main tasks.

4) Install an automatic-scoring system

It takes an engineer more than an hour and a half to evaluate each candidate, including technical phone screens, take-home assessments, and onsite interviews. The average engineering team spends twenty hours debriefing technical screens after interviewing forty potential hires for one role. Implementing an automatic scoring system will definitely save you and your team a lot of time when evaluating the technical abilities of your candidates since the system will immediately show the results of the tested candidates.

By combining these strategies, engineers can save hundreds of engineering hours and millions of dollars a year.