7 proven techniques for hiring employees in tech

Sponsored content

Do you know that a bad hire can cost your company more than $18,700 on average? You can avoid it by creating a process plan and considering some crucial aspects. Check our 7 proven techniques for hiring employees in tech to save your time, nerves, and the company’s money. 

Key ways to attract top tech talent to your company

A bad hire means lost time because you need to pass all the stages over and over again:

• You need to find a candidate;
• Interview all the possible candidates;
• Get through onboarding process;
• Guide and train new hires;
• Carry out termination of employment procedure.

Here are 7 aspects that can prevent you from miss-hire and help you to find candidates who are the best fit for your organization. 

Set up and follow recruitment process plan

Why do you need a process plan? A few hours spent creating a recruitment plan can save your company several thousand dollars per developer hired. So, even if it seems to you to be obvious, still check the list below to make sure that you don’t miss a thing. The common recruitment process plan includes the following stages:

1. Sourcing and screening;
2. Interviewing;
3. Testing;
4. Offering a job;
5. Hiring.

The cutting-edge HR software can help you to improve your hiring strategy, making it a data-driven one. Thanks to such platforms the recruiters can assess and analyze data more effectively as well as draw it from many sources, including CVs, public information, applicant’s responses, and so on. 

Review programmers’ portfolio, Stack Overflow, and GitHub accounts

Every software engineer may have a programmer portfolio, irrespective of the level of experience, to showcase the coding skills through open source or personal projects. It’s critical to check the portfolio of the candidates to receive the insights about:

• Software Engineer skills level;
• Other job-related skills (already acquired and desired to get in the future);
• Level of creativity, design skills, background, etc.

Also, the portfolio can become a source of information for a future interview. All that helps to validate the applicant’s ability to present, describe, and explain the projects.

Besides the portfolio, don’t forget to review:

• The GitHub account. It’s an essential resource to assess an applicant’s skills. Just check and analyze the following metrics: the date of the account registration, number of followers, repositories, and contributors. 
• The activity on Stack Overflow. It’s a “question and answer” website, where programmers can ask/answer questions related to software development. Based on the upvoting and downvoting, accuracy, and correctness of the questions/answers, the members are rated. Analyzing the data, you can exclude the applicants.

Establish company’s presence in the local tech scene

Even if you don’t have a need for hiring a developer, you still should establish the company’s presence in the local tech scene. In such a way you will make your organization a dream workplace or at least just an attractive place to work. That will hasten the process of finding the candidates to fill the position. You can host conferences, webinars, workshops, meetups, social events, and so on. Also, you can just network with other organizations to display your name around the tech scene.

Conduct automated programming tests and questionnaires

If you want to screen and filter the experienced employees from the beginners fast and efficiently, then you should conduct automated programming tests. The key features of the approach are:

• Candidates are to code and debug through real/practical problems with all the results analyzed automatically.
• Hiring managers or technical recruiters can assess the candidates in one or multiple frameworks/programming languages (Python, HTML, Angular, Java, React, and so on).
• All the performance results are analyzed and added to the applicants’ metrics such as code design, solidity, readability, programming language mastery, etc.