Developer hiring is a challenge-full procedure. Being one of the most important job-role applicants, the candidates are remarkably skilled, and at the same time cannot be afforded to be slipped out of hands by the recruiters due to faulty and inefficient recruitment processes.
Many mistakes and lacking interview processes could cause the candidates to lose interest or feel anxious regarding the post-interview process and results. This might lead to the companies losing up the top talents to other competing organizations who have worked upon the loopholes in their recruitment process beforehand.
To avoid these losses, the companies and recruiters can ponder over and eradicate the three common mistakes, mentioned below.
Not Giving them Enough Preparation Time
Most of the candidates appreciate being informed of the granular details of the interview, well ahead of time. So that they have abundant time for preparations, and clearing out every doubt that might intrigue them before the interview.
Details such as who will constitute the interview panel, for how much time the interview might last, if provided to the candidate beforehand, not only eases out their anxiety for appearing in a new environment, but also helps them to prepare accordingly. This increases the performance level, contentment, and accuracy of the candidates, so the outcomes are remarkable.
No Introductions
As a part of the initial interview process, programmers love to meet their would-be engineering team members. They would appreciate the recruiters, if they are introduced as an interview process, to some, if not all, of the potential engineering employees and the most probable future mentor.
The introductions help the programmer in boosting up his confidence, make him feel comfortable in the new environment, inspires him, make him friendly with the company culture, and helps in realizing who all would be working along with him after the candidate is hired by the company.
So, the recruiters should ponder over including basic introductions as an important part of the interview process. This will increase the candidate engagement with the company from the very initial steps, and the programmer’s aspirations for working with the company are skyrocketed.
Long Post-Interview Wait Time
A habit, common to many companies is making the interviewed candidates wait for a long span before obtaining selection results, or step-by-step application filtering and interview screening details. When the candidates are on a waiting period, they are struck by many thoughts, including their interviews and applications being rejected by the company. Such a thought process might lead them to search for further job roles in other companies. In the process of searching, the candidates might come across a better job role that suits them more and abides by their choices. And this might lead the candidate to apply for the searched job role, and get hired. This is a clear loss for the former company.
The above scenario can be prevented by keeping the candidates informed of the post-interview and hired status details on time. This ensures that the programmer is kept engaged and provided with sufficient insights that they can prepare for what they should opt for in the future – stick with the company, or look for other job options.