This is the second installment of a two part series originally published on the Illinois Technology Association blog. To view part one, please click here.
6. It’s not always about credentials
It’s common to see job descriptions stating “three to five years experience’ or “degree from a top-tier university” as part of the requirements section. While experience and training does matter, that should not be the only determining factor in a hiring decision. Applicable experience usually trumps an entry-level position at a big name company. Why? Because at least the candidate has advanced experience as opposed to very basic experience at a large corporation.
7. Consider remote positions
Hireology’s entire tech team works remotely, and this has worked out tremendously well for us. Working remotely allows developers to work in their own comfortable environment and minimize distractions. Plus, it makes the hiring process much easier because you’re not limited to sourcing candidates from one metropolitan area, geographic boundaries virtually disappear. Of course this will only work if your team takes initiative and requires very little supervision, but assuming you made the right hiring decisions, this shouldn’t be a problem.
8. Assign homework
This is another tactic Hireology has found great success with. Once we narrow our candidate pool to the top two or three applicants, our CTO assigns each person the same problem to tackle. It’s usually an actual tech issue we’ve had, so once the candidate sends their solution back, our CTO reviews the response for accuracy and timeliness.
9. Keep the process consistent
If you take just one thing away from this blog post, make sure it is this – keep your hiring process consistent from candidate to candidate. This helps to ensure every candidate is given an equal chance at employment and makes sure you aren’t hiring based upon personal bias. The good news is that keeping the process consistent isn’t all that difficult. All it takes is strict use of interview guides and scoring as well as the presence of the same two (or three) interviewers in each interview.
10.Make them feel welcome
Once you do welcome a new employee onto your team, it’s your duty to make them feel welcome. Each company has different ways of doing this, so make it your own. According to Steve Kovach of Business Insider, LinkedIn gives each new employee a welcome bag, Google has “Noogler” hats, and Twitter gives everyone a t-shirt and bottle of wine.
Feeling ready to start sourcing and interviewing candidates? If not, check out our detailed guide to hiring developers.