Published February 08,2023
Are You Losing Great Candidates Due to Your Technical Hiring Procedure?
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Author
The idea that time kills all deals is common in sales, and it occasionally holds anecdotal validity with reference to the multi-step technical interview procedure as well
As a staffing company, we have every reason to think that the interview process used by our customers is deliberate and well-planned.
- Why is HR involved?
- The candidate will meet the team after advancing through the managerial interview process.
- why it might be necessary to request a technical assessment?
- Why there are multiple rounds of interviews.
For an organisation to feel confident that they are recruiting the proper person, all these processes may be crucial. However, have you considered the candidate's experience during this technical hiring process? Or how, instead of helping the organisation uncover strong candidates, your interviewing procedure can be costing it top talent?
These inquiries matter on a market where jobs are scarce. Candidates for technical roles have a variety of ideas on how and when to accept positions.
- They want to take the first offer, is that right?
- Do they interview you just as thoroughly as you interview them as a potential employee?
- Are they waiting for a fantastic offer since they have no hurry?
- Are they eager to leave their current job (or lack thereof) because they detest it?
Some of our clients will conduct up to five interviews with technical candidates. Some of our clients will want each applicant to perform a technical skill test or exercise to verify their abilities, which can take a lot of time. How far, though, is too far? And how frequently do you discover that the third or fourth interview reveals a less-than-ideal candidate? When do you have to take the law of diminishing returns into account?
The capacity to "put one's money where one's mouth is" is essential when hiring a technical applicant. Candidates are aware that they will likely need to complete some form of technical exam when they interview for a post in order to demonstrate their ability. But it took more than ten hours to finish the test? No candidate desires that. Perhaps a hiring manager or company would adore it. They might feel more confident in their choice as a result. But if you are putting them through the wringer before they are even on the payroll, trust us, the candidate is already beginning to wonder if you are the perfect fit for them. Naturally, it can vary, but how can you tell whether your hiring procedure is excessively drawn-out, difficult, or complex and you risk losing qualified applicants?
The fact that there are several interviews involved in the technical hiring process hardly ever surprises candidates. It's usually no problem to involve HR, the team, the manager, or the supervisor in the process. Interviewees begin to care, though, once the process is more than three steps. Candidates don't usually start to wonder about the process's steps when it is just the first one. It is related to how long the procedure takes. In general, regardless of the procedures, once the interview process exceeds three weeks, you risk losing the prospect to another company that does a better job optimising its interview process and, as a result, extends an offer to its top candidate more quickly.
It goes without saying that the business wants to give the best candidate the finest financial package possible, and the candidate wants to maximise their value and worth in terms of salary. Perhaps starting low is the plan in order to leave opportunity for discussion. However, if you underpay a candidate based on what you already know to be their compensation requirements, it's likely that you will either ruin their enthusiasm and perception of the business or lose the prospect outright. Many candidates consider salary and perks to be emotionally important, so if they feel belittled by a lowball offer, they are likely to take their time or never fully recover, which could lead to their leaving your firm altogether.
