When it comes to hiring new software developers in your team, it is important to have a structured and well-organized system in place. Taking the recruitment process lightly might lead to adding incompetent members to your team, affecting the overall engagement and productivity within your organization.
The demand for software developers across the world is considerably high and skilled developers have several options at their disposal to get an ideal job. As an organization willing to hire competent developers, it is important to have a systematic approach to recruiting the right candidates. When you follow all recruitment steps religiously, you can add dedicated members to your development teams that best fit the bill.
Here are some of the most important recruitment stages that should be followed while hiring software developers:
1. Making Job Offers
It all starts with making job offers to potential developers. Here, it is important for employers to choose the recruitment approach and methods. If you are willing to reach out to the developers, you can undertake outbound recruitment methods. On the other hand, if you are willing to pull potential developers towards your organizations, it is advisable to go ahead with inbound recruitment methods.
However, the ideal way to go about making job offers is to have an ideal combination of inbound and outbound recruitment methods. This would help you expand your horizons and reach out to a wide range of software developers.
It is important for employers to be extremely precise and vigilant during this step as it is often the first point of contact between a candidate and an organization. Make sure you are successful in casting a good first impression. Also, it is important to be precise and transparent in your job offers. Mention all important details such as a clear description of the job, the roles and responsibilities of the employees, the salary to be expected, and more. One of the biggest mistakes made by employers while making job offers that of not adding enough information about the job. Incomplete information is likely to cause misunderstanding and miscommunication.
When your candidates are aware of what you are expecting from them, they tend to apply for the right jobs in the right manner.
2. Collecting Resumes
Once you have made the job offers, you are required to collect resumes from all potential candidates. This is the step where your team needs to be proactive in scanning through all the resumes and making assessments.
While collecting and assessing resumes, it is always advisable for recruitment managers to make use of automated platforms. Going the traditional and manual way would require a lot of time and effort in making the assessments. Using automated platforms also increases the accuracy of your processes. In 2021, you cannot afford to lose data regarding the resumes you receive and assess.
Moreover, it is always advisable to respond to every resume you receive, no matter how outrageous it is. Not responding to resumes is often considered to be an unethical practice and should never be encouraged by the management. You can automate the process of sending personalized emails to the candidates who did not make it to the next round. When the candidates take time out of their busy schedules for sending you resumes, it is important to provide them with a logical explanation in case their applications are rejected.
3. Screening Of Candidates
Once you have collected the resumes and made the initial assessments, you can move on to the stage of screening your candidates. Here, the recruitment managers put every candidate under scrutiny and make thorough assessments based on the specific requirements of the company. This is the stage that decides which candidates would go to the next round of recruitment.
Recruitment managers keep several factors in mind while screening the candidates, such as:
1. Technical skills
2. Communication skills
3. Professional background
4. Salary expectations
5. Willingness to work
If a candidate does not meet your requirements, you can ask the HR department to inform them about the same. On the other hand, if a candidate successfully passes the screening, you can ask the HR department to schedule an interview and inform the concerned candidate about the same.
A common mistake committed by organizations at this stage is that of scheduling interviews the very next day. It is never advisable to ask your candidates to appear for interviews (remotely or in-person) at a short notice. You may not be aware of the professional and personal circumstances of the candidate. It may cause them inconvenience to appear for an interview at such short notice. Always make sure that you give your candidates enough time to prepare themselves before you go ahead with interviewing them.
Another common mistake committed by recruitment managers is that of promising to get back to them and failing to do so. It is always important to be clear and direct with your candidates when it comes to the selection process. Never give assurances of reaching out to them and not doing so in the future.
4. Conducting The HR Interview
This is the stage where the selected candidates are interviewed by the HR managers. The main purpose of this interview is to eliminate the candidates who are clearly not fit for the role. It is a negative process as the number of candidates passing the interview is often less than the number of candidates getting rejected. Even if a candidate seems promising in their resume, there are chances of them not fitting the bill once the HR managers interact with them personally.
When it comes to conducting interviews, it is always advisable for the interviewers to have good interpersonal (people) skills. Make sure that the recruitment managers and/or HR managers conducting the interviews do not come off as rude and insensitive. They should be empathetic, understanding, and soft-spoken. This puts the candidates at ease and facilitates the free flow of thoughts.
At this stage, a common mistake committed by recruitment managers is that of being ill-informed about the position they are hiring for. It is important to note that the job of recruitment managers does not end at creating a pool of potential employees. They need to be well-versed with the domain and the job for which they are conducting interviews. This allows them to make suitable assessments and casts a good impression on the candidates. If the interviewers themselves are not well-informed about the job they are recruiting for, it makes the candidates lose interest in the job.
Another common mistake committed by recruiters while taking interviews is that of assuming complete control over the situation. It is always advisable to keep the tone of interviews conversational instead of hostile. When the interviewers are successful in putting the candidates at ease, they tend to bring out the best in them, facilitating wholesome assessment. It is, therefore, important for the recruitment managers to be less authoritative and more empathetic while maintaining their professionalism.
5. Conducting The Technical Interview
Once the HR interview is successfully conducted, the selected candidates can move on to appear for the technical interview. Here, the potential software developers are assessed for the technical skills they possess. The interviewers focus on how well the candidates know the programming language(s) and framework(s) needed to develop responsive software platforms.
This is one of the most important stages of recruitment for hiring software developers as it takes into consideration the skills that are directly responsible for the tasks to be performed by the developers.
At this stage, the HR recruiters provide details about the interviews conducted by them about every employee to provide them with context. This allows the IT recruiters to ask the right questions and focus on the right aspects while interacting with the candidates.
During these interviews, the conversations often revolve around the technical aspects of the job, the past and present projects being undertaken by the organization, and the scope of the job to be offered to the candidates. The recruiters assess how capable the candidates are in applying their knowledge and skills in practical scenarios. This helps them ascertain if the candidates would be able to understand the issues faced by different clients and provide them with personalized solutions.
The biggest mistake that an organization can commit during this stage is that of having the wrong people conduct the interviews. Along with having technological acumen, it is important for the recruiters to be social and empathetic. If they come across as arrogant and rude, it intimidates the candidates, worsening the tone of the interview.
If the technical interviewers are cordial and professional, it helps you conclude the recruitment process on a high note. This helps you add skilled and dedicated software developers to your team.
The Final Word
These were some of the most important recruitment stages involved in hiring capable software developers. Always make sure that you conduct all the above-mentioned processes with precision and avoid making mistakes that would hamper the recruitment of software developers.