How Karat supports leading technical recruiting processes.
Technical interviewing and the technology to make it predictive, fair, and enjoyable.
Our mission is to make interviews fair, predictive, and enjoyable.
What developer candidates need to know about the Karat interview.
Six steps a technical recruiter can take to improve the hiring process, technical assessment, and candidate experience.
A technical recruiter is the quarterback of the tech talent acquisition process. The best technical recruiters have a close relationship with their engineering partners, but many face inconsistent processes that make their jobs more difficult.
The responsibilities of a technical recruiter might differ greatly depending on many factors. These include the size of an organization, the specialization of the open roles, and the resources available for managing the process and technically assessing the candidate.
Six steps for a technical recruiter to improve the hiring process
In this blog, we’ll look at opportunities to improve the technical recruiting process for recruiters, software engineering candidates, and hiring teams.
The approach technical recruiters use to connect with software engineering candidates differs by the size of company and resourcing available.
Sourcing is the first opportunity your team will have to fill the talent pipeline with underrepresented and non-male software engineering candidates. Many companies are taking the intentional approach of proactively sourcing diverse candidates from organizations like the National Society of Black Engineers (NSBE), Grace Hopper, and Rewriting the Code.
After sourcing candidates, the next step is to invite them to a technical assessment. Unfortunately, up to 50% of candidates abandon the hiring process at this point.
This occurs because:
Technical recruiters can speed up the process, keep up to 90% of candidates in the hiring process, and level the playing field by:
After the technical assessment is complete, a recommendation will be provided to the hiring team.
The outcome of a technical assessment is all too often a “pass” or “fail” recommendation. A simple binary outcome may seem simple and straightforward, but often has some opportunities for failure that can make life more difficult for a technical recruiter, including:
Issues like the above can inadvertently filter out up to one-third of developer candidates. The impact is especially severe for non-male and underrepresented candidates. To alleviate these issues, technical recruiters should consider these approaches:
Bonus tip: Record the technical assessments for review by the hiring team and validation that consistent questions and approaches were used by the interviewer.
Technical recruiters will take the lead in coordinating the final interview loop with the software engineering team and the hiring manager. Typically the team will conduct a series of technical and behavioral interviews to ensure the candidate will meet the hiring bar and be a positive addition to the team dynamic. Of course, not everything goes to plan. Watch out for these signs:
A technical recruiter can address these challenges in three ways
Technical recruiters may be leading the candidate through the process, but ultimately the hiring decision falls to the software engineering team. These two teams are working on the same critical task, but often lack a shared language, key performance indicators, and an understanding of how a decision will be made. When these components are missing:
Consider these three tools and approaches to align these two teams and hire the right software engineering candidates more quickly.
At this point, the technical recruiter will also check references.
Technical recruiters get the lucky (or not so lucky) job of letting candidates know the final hiring decision. When technical recruiters extend an offer to a candidate on behalf of a hiring team, they won’t always get a “yes” from the candidate. Offer-to-hire rates in major tech hubs like Seattle, San Francisco, and New York hover around 50%.
When a technical recruiter has the difficult job of informing a candidate that they’ve been rejected from the process, candidates often want to understand why. Yet, it is rare for developers to get feedback in the hiring process. If a team does choose to provide feedback to the candidate, be sure that it is clear, unbiased, and constructive. This will help set the candidate up for success in the future — the best possible outcome when the hiring process doesn’t end in an offer.
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