Businesses place a lot of value on customer experience. From the logo to the UI/UX, the service, the products – everything is well-thought-of, and every customer touchpoint is curated to perfection to maximize conversion. A single bad review on a social platform is all it takes for RCA meetings and confessionals.
What if we thought of our developers in the same way? As customers, and not just candidates. There’s proven data to show that top talent is ‘off the market’ within 10 days, meaning that your business has a very small window of opportunity to wow a candidate. This is why creating the perfect candidate experience is so integral to hiring the best members for your team, and it couldn’t be more true than in tech hiring where hiring the right talent can be crucial to a business’s survival in more ways than one.
It is well understood that the pandemic has accelerated the adoption of digital across business functions in every space. While there was initial resistance, digital and virtual platforms have become the most preferred choice of engagement all over, including hiring managers and candidates. The industry is changing fast and there’s more technology in recruitment than there ever has been.
Tools, however, can only do so much. The transition to a hybrid workplace will also require formulating the right set of processes and channels for seamless hiring.
Creating a successful remote hiring process in today’s world requires:
Recommended read: Guide To Creating Candidate Personas For Tech Teams [+ Free Template]
Recommended read: 5 Steps To Create A Positive Remote Interview Experience
Developers want better recruitment experiences
When it comes to developers, HackerEarth’s annual Developer Survey reveals that the developer community desires a comprehensive and constructive feedback policy and a shorter hiring process that evaluates them on objective and subjective parameters. Multiple rounds in the interview process (16%) and misleading job descriptions (14%) are other things about the tech hiring process that professional developers dislike. Moreover, 40% of developers today prefer remote interviewing tools that are equipped with video and code editors. This signals the preference for integrated platforms over arduous series of steps.
Being cognizant of these facts can help tech recruiters pinpoint problem areas in their current hiring processes. Let’s not forget that the experience of prospective candidates going through the recruitment process contributes to the reputation of the organization and positive WoM (Word of mouth) in the highly engaged developer ecosystem. A positive candidate experience translates to talent retention as it motivates a candidate to perform better post recruitment and creates positive advocacy.
With the emergence of platforms like Glassdoor, candidates can publicly review your company’s interview process (just ask Google). In this sense, your candidates are, just like your customers, ambassadors for your brand and their feedback can either help or hamper your hiring goals.
So, what can you do to make their experience better?
Recommended read: Recruiters Vs Bias – Who’s Winning This War?
And I leave you with this…
In 2017, reports from Virgin Media said the company was losing $5 million annually because of bad candidate experience during interviews. While this may sound like an old statistic, providing a compelling candidate experience is no longer just an option; it is a business imperative with very real consequences.
From a candidate’s perspective, interviews are a scary, anxiety-inducing experience. It’s in your company’s best interest to create a warm and welcoming environment so the candidates feel comfortable expressing who they are and what they’re capable of, and you up your chances of hiring the best fit for your company.
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