Software Developer Recruitment: How Companies Can Avoid Mis-Hires
Organisations that have large scale software development operations need accessible tools (online coding test platforms) to source, assess and recruit qualified software developers.
To accomplish software developer recruitment goals, hiring managers and technical recruiters must employ high-quality software developers who are the right fit and avoid a costly mis-hire.
In most organisations, the first step in hiring is the screening of candidates by technical recruiters to filter and shortlist the potential best. They have to fill positions efficiently with the right candidates while keeping up with software developer recruitment goals and meet the expectations of hiring managers.
Despite the growing number of tech graduates in recent years, according to Jobvite’s 2018 Job Seeker Nation Report 67% of recruiters still struggle to find top-quality candidates with the right skills. A potential mis-hire could result in a loss of resources if the candidate quality is not the right.
To re-hire for a technical role will use more resources according to Recruiter advice from the co-founder of CodinGame Aude Barral, the cost of a mis-hire can be anywhere from 5 to 27 times an employee’s actual salary.
A mis-hire for a tech position that pays £45k per year could cost an organisation anywhere from £225k to £1.21million.
It becomes a challenge for technical recruiters to fill roles quickly whilst simultaneously avoiding the risk of mis-hiring. Therefore, how does the hiring manager improve the decision-making process and be sure a technical recruiter will secure software developers that have the right skill-set?
This article discusses how technical recruiters and hiring managers can hire the right candidates with an approach tailored to their organisation’s needs using BlueOptima’s Predictive Assessment.
Unsuccessful Software Developer Recruitment Caused By Misaligned Hiring Goals
Hiring managers and technical recruiters want to achieve the same goal; recruiting the right technical talent as efficiently as possible. However, they have different objectives to fill during the technical recruiting process.
It is commonly known that they find it hard to align on these goals. If collaboration between quality of shortlisted candidates and decision making is not effective it can lead to a potential mis-hire. Moreover, this misalignment can lead to an organisation losing out on high-quality talent due to difficulties making timely decisions. According to a Gartner report, organisations that drive decisive hiring manager behaviours reduce time-to-fill by 17%.
Hiring managers and technical recruiters cannot afford to lose out on quality candidates considering the current shortage of software developers. Competition for top talent is high; therefore, it is even more critical to hire the right talent. In contrast, it is argued that there is not a lack of talent but a limited number of quality candidates with the relevant skills.
According to HackerNoon; “The shortage is one of quality — a lack of well-studied, experienced engineers with a formal and deep understanding of software engineering.” Although this may be true, one reason that leads to a limited candidate shortlist is the ineffective use of screening and technical assessment platforms which can lead to improper decision making.
Software Engineer thought contributor Glen McCallum suggests that “Companies are using 3rd party code challenges as a filter to reduce the number of applicants. Many quality senior devs are screened out because they don’t regularly practice that type of problem-solving. Then the companies that are hiring senior devs complain that they can’t find any ‘good’ ones.”
Consequently, organisations need a technical assessment tool that provides the most effective use of the talent acquisition process. BlueOptima’s Predictive Assessment is a remote technical assessment software that provides a more reliable decision-making experience.
Online Coding Test For Successful Software Developer Recruitment
Here are the three main practices hiring managers and technical recruiters can align on to meet hiring goals with the help of Predictive Assessment:
1) A streamlined and automated tool for the screening process
Technical recruiters need a suitable online coding test platform that can effectively screen and build a pipeline of qualified candidates. An automated tool can help to streamline the process to present candidates that have the relevant skills needed to fill the requirements of the role.
Predictive Assessment is an automated platform that presents a better quality of developer talent specific to the software developer recruitment goals identified by an organisation’s development needs.
2) Hiring without bias by using a data-driven technical recruitment tool
Hiring managers need to be empowered during the software developer recruitment process to achieve effective decision making. A function of Predictive Assessment will give the decision-maker a suite of analytical components to enable them to analyse a candidate’s performance contextually.
Ultimately, this approach fosters effective involvement from both hiring managers and technical recruiters in being sure the right software developer talent is identified.
3) A consistent hiring process can make for effective decision making
Finding software developer talent that is the right engineering team fit is the primary goal for both technical recruiters and hiring managers to achieve. Predictive Assessment offers a straightforward way to understand the potential work a candidate can contribute to an organisation’s software development and how that will fit with existing engineering teams output.
This approach helps hiring managers and technical recruiters create a consistent hiring process that is tailored to their organisation’s needs, and does not disrupt the productivity of innovation within engineering teams.
Sign up to learn more about a trusted way to make sure you make the right hiring decisions for your organisation: Predictive Assessment is currently free for the next 3 months.