How Can Tech Teams Improve Their Time To Hire?
From our experience, when we see tech teams, engineering leaders and hiring managers implementing a structured and optimised interview loop, that is when we really see the impact of a smooth and effective interview process.
This is one of the most prevalent issues we see in the sector. Lengthy interview processes, stages that are completely unnecessary, and companies enforcing both take home tests and live coding as part of the same process.
It can become one of the biggest headaches for an engineering leader. Some interview processes can take up to five weeks to complete. Add a candidate’s standard one month notice period and you could be looking at around nine weeks before someone actually starts.
This can lead to top tech talent in the market to disappear from the process due to candidates losing momentum and interest and competitors swopping in much quicker. A cycle of a ghosting epidemic that continues to define the industry and its process, as discussed in my previous blog- The Ghosting Epidemic: Why Top Tech Talent Disappears and How to Fix Your Funnel
So where can that time be saved?
What Does an Optimised Interview Loop Look Like?
Every interview should have a clear purpose, with both the candidate and hiring team understanding what is expected.
Each stage should be structured to draw out a different element of the candidate’s experience. In some cases, stages can even be absorbed into one longer interview session, removing another scheduling headache for both parties.
The aim should be to gather as much useful information as possible without adding extra stages that may not benefit the candidate or the hiring team.
Working in GemPool, I get to see the interview process from both sides.
What are candidates looking for from an interview process?
From a candidate’s perspective, they want as much information as possible on the role, the daily responsibilities, where they fit within the team and an understanding of the culture they could potentially be joining.
What are hiring managers looking for from an interview process?
From a hiring perspective, the team needs to gather enough information to make a confident decision. They may need a second opinion, an additional 15 minute conversation towards the end of the process, or to gauge a candidate’s technical skills through live coding or a technical problem.
All of this feeds into time to hire and explains why bottlenecks can appear along the way.
It is completely understandable that hiring teams need enough time to properly assess both the technical level of a candidate and their fit within the team. Getting that balance right is really important.
Where Does the Time Actually Go?
This is a question we get a lot from our clients.
So where does it all go?
Some of the most common delays we see are:
- Finding availability between candidates and interviewers
- Waiting for feedback from hiring teams
- Technical assessments waiting to be reviewed
- Waiting for a second opinion internally
- Scheduling onsite interviews
None of these necessarily seem like major delays on their own.
But add two or three together and suddenly days can turn into weeks.
Does Every Interview Stage Have a Purpose?
This is where I think companies need to be quite honest with themselves.
If a candidate has already completed a technical assessment and spent an hour discussing their experience with the Engineering Manager, what exactly are you trying to establish in the next interview?
There might be a very good answer.
Maybe they need to meet the wider engineering team. Maybe you need to assess system design at a deeper level. Maybe it is a leadership position and they need to meet senior stakeholders.
But there should always be a reason.
A simple interview loop for a software engineering hire could look something like:
- Initial conversation covering experience, motivation and expectations
- Technical interview properly focused on engineering ability
- Final conversation around the team, role and overall fit
For more senior positions, another stage may be completely necessary.
The key point to keep in mind is that the interview process should be fit for purpose and avoid repetitive questions and rounds.
Can You Reduce Time to Hire Without Lowering the Bar?
Absolutely.
Reducing time to hire should be about making the process more organised, not making interviews easier.
Before the first candidate enters the process, I would look at a few things:
- Agree exactly how many interview stages are needed
- Decide what each interviewer is responsible for assessing
- Block out interview availability where possible
- Agree on a timeframe for providing feedback
- Make sure technical assessments can be reviewed quickly
- Be clear on who actually makes the final hiring decision
One thing I have spoken about previously is the importance of providing feedback within 48 hours. You might not always have a final decision within that timeframe, but keeping the candidate updated can make a big difference.
The same principle applies to the entire interview loop.
You do not necessarily need fewer interviews. You need a process where every interview has a purpose and the gaps between those interviews are kept to a minimum.
At GemPool, we work closely with tech teams across Ireland throughout the hiring process, not just when it comes to finding candidates. We can help you understand the market, structure your search and keep the right people engaged throughout the interview process. If you are currently growing your technology team, you can visit our Hire Talent page or get in touch with us directly to have a conversation about your hiring plans.