Finding the Right Programmer: Main Stages of Recruitment Process 

Recruiting in the tech industry is a painstaking piece of work from the moment a request is created to the successful employment of the developer. The stakes are high. After all, bad hiring for the IT industry means huge losses. More about this in the article “The Main Problem to Hire the Right Dev For a Long Term”.

But the problem may lie not only in an overheated market, but also in the inexperience of the recruiter or the HR-department. According to PWC, 92% of job seekers in various industries claim to have encountered poor recruitment practices in their careers. 49% of respondents in fields such as technology declined the offer due to such a bad experience. At the same time, 67% of respondents indicate the delay in the hiring process as the main problem.

How long does it take to make a hire and how many candidates do you need?

The SHRM Talent Acquisition Benchmarking report shows that the average duration of the selection process in all areas is 36 days. But in fields like engineering and IT it takes up to 49 days, according to the LinkedIn Economic Graph team. 

The 2022 Talent Benchmarks Report shows that generally there is one hire for every 98 job seekers. But more often, recruiters rely on statistics provided by Glassdoor, where there is one hire per 250 resumes.

Average length of the hiring process

Recruitment funnel

Another thing is the rare professions of programmers. In this case, on the contrary, the number of candidates will be calculated not in tens and hundreds, but in units all over the world. 

For example, in Israel there is a lack of specialists working on Rust, Go, Node.js, so you have to look in other countries. More about this in the article “Main Differences Between Israeli and Eastern European Developers”.

According to the recent survey, it is most challenging to find full-stack and back-end devs. Also, among the most in demand are specialists in DevOps and Machine Learning.

Tech jobs that are difficult to hire

Conventionally, we divide the process of recruitment and selection into 3 main stages, which contain a total of 10 steps.

Stage 1.  Research and planning: 

• Definition of needs. At this step, it is determined what size of the team you need, which specialists should be included in it and how urgently.  We define a budget, the task pool and the technical stack. 
• Creating a candidate specification. This may include a description of the important hard and soft skills that a programmer must have, the necessary experience, etc.
• Preparing a hiring strategy. At this step, we determine the most suitable approach to the search – geography and main channels. 

Stage 2. Selecting candidates

• Forming a shortlist. We have our own broad base of programmers, as well as extensive experience in attracting techies from the global market. Among a large number of potential applicants, we select the most suitable candidates according to your needs.
• Preliminary screening interview. First call of the recruiter with the candidate to present the job role, match skills and motivation and select the best fits to move forward.
• Technical assessment. This is an important step in determining the applicant’s technical suitability. The method of testing depends on the job requirements. According to a survey, developers themselves find tech tests with practice questions and live coding interviews are accurate ways to demonstrate skills.
• Final interviews. This is the step where you get to know the most relevant applicants and select the best of them.  
• Offer. We inform the most successful candidates about your decision and, having received their consent, we prepare for their integration into the team.

Stage 3. Onboarding: 

• Solving administrative issues. We keep the administrative side and all the paperwork like documents gathering, contracts, taxation consultations, payment methods negotiations with engineers.
• Integration. Finding the perfect team is a difficult task, but retaining all its players is equally important. So after the offer, the recruitment process is still ongoing. That’s why we provide long-term professional HR support to the formed team. Our HR panthers conduct 1 to 1 meetings to check on feedback and engagement level. We work with you shoulder to shoulder to ensure the local hires are highly-performing and happy.

We at PerceptionBox know exactly how to successfully go through all 3 stages of recruiting with you. Vast experience in selecting and hiring international development teams allows us to choose the most successful recruitment strategies and solve complex challenges. Contact us for a comprehensive consultation.