5. Frustrating technical assessment
After a chat about compensation, benefits, and the meaning of life, every candidate for a developer position should be tested and evaluated in terms of technical skills. And here comes the trouble.
Such screening risks making the recruiting experience frustrating for at least two reasons. The first depends on who supports HR managers during interviews and technical tests, that is, professional coders and software engineers.
As we have already said, in fact, recruiters should have some basic knowledge related to the world in which they operate, but the “hardcore stuff” must be handled by the experts.
The technical interviews and the related practical exams remain however a very “human” issue, which must be evaluated with due empathy and tact. Qualities that not all professionals in this sector, even the most technically prepared ones, necessarily have.
I’m not saying that IT specialists can often be introverted and sociopathic nerds … Okay, actually I’m saying so.
Technical tests should be a challenge, not a nightmare
Another situation that can make applicants extremely frustrated is the excessive and unnecessary length or complexity of the tasks given to assess their skills.
This is the best way to discourage the applicants before even hiring them. Instead, find a good balance that allows you to engage your candidates in a healthy and valid challenge.
The above is true even and above all if some kind of practical test is planned before the actual interview. Nobody wants to work on a horribly long assignment for a whole week before they even know if they will be invited for a personal meeting.
Recruiting is a minefield
The recruiting process is an essential component of any business, but it’s also a path full of pitfalls.
All the more so in the IT field, a constantly growing sector where new technologies follow each other at a frenetic pace and the competition to recruit the best professionals is relentless.
In fact, it’s no secret that IT companies are facing a general shortage of available talent.
According to the Stack Overflow Developer Survey 2019, only 6.4% of the 90,000 developers surveyed said they are currently unemployed and looking for a job.
Recruiting or outsourcing?
Such a task is even more complicated and challenging after the COVID-19 pandemic, which forced many human resources departments to switch to remote recruiting and upgrade their skill sets and working methods.
On the other hand, the evolution of IT to full remote business models may end up being an advantage by offering a larger pool of talented professionals who can work from anywhere, including outsourcing companies.
This last possibility could prove to be the solution that best suits your needs. In fact, outsourcing helps you avoid the risks and pitfalls of recruiting by relying on an already consolidated team of highly qualified professionals.
Professionals who, between Mount Doom and a career in IT, have chosen the career in IT.