Building a strong team of development professionals takes time and much effort. You have to first identify potential candidates, interview them, narrow down your list of possible hires, and make an offer.
However, while you’re going through the motions, you always risk losing your candidate to a competitor. Whenever this happens, all the time and effort expended are lost.
This translates in significant losses not only in dollars but in hours spent identifying and interviewing potential candidates. Furthermore, it also leads to loss of productivity.
With the ongoing shortage of top tech talent, the odds are always going to be stacked against you. The full-stack software developer was the fastest growing job across industries in 2018, so you can be sure to have a significant challenge on your hands.
When competition is fierce, time is of the essence. Whether you choose to build your team in-house or remotely, your potential hires are also aware of the demand for their skills and experience. If you take too long to close the deal, they won’t feel “special” and might even feel like they are second best (and nobody wants to feel that way).
So how do you build a top development team within a month?
At Intersog, we have engaged in countless hiring exercises. Over the years, we have adapted and tweaked our hiring protocols to get the best results. The process below outlines our tried and tested approach to recruiting top developers.
1. Plan but Don’t Overthink
The hiring process needs to be thorough, but it’s critical not to overthink it. Whenever you overthink, the hiring process will also be drawn out.
To optimize and tweak your hiring protocols, make an effort to think about how you’re going to go about it. Think about who is going to conduct the interviews.
Before conducting any interviews, make sure that all the interviewers are on the same page. Inconsistencies will look bad on the company, so make sure that you discuss the open positions and your company’s mission with them, extensively.
It’s also crucial to clearly define the role of each interviewer. To avoid repetitions, decide who will cover different parts of the candidate’s background. This approach will keep the whole interview process fresh while investigating the candidate’s skills and experience thoroughly.
2. Analyze the Hiring Process and Eliminate Any Unnecessary Steps
Every company has its own HR protocols that have been developed over the years. However, as times change, we should revisit the hiring process and optimize it to make the highest impact.
If you’re planning on building your team in-house, then it’s best to bring them in. However, if you’re hiring remote developers, then a phone or video conference will suffice.
3. Debrief! Debrief! Debrief!
Whether you outsource your hiring exercise or manage it on-premise, it’s vital to schedule a debrief after each interview. This will provide an opportunity for all the interviewers to come together to discuss what they thought of the candidate.
You can even take it a step further and ask your interviewees to provide feedback. No matter how successful your hiring process might be, there will always be room for improvement.
4. Make Recruitment a Business Priority
Without a team of highly skilled developers, you risk becoming less competitive and irrelevant. So it’s critical to make hiring an organizational priority and set aside enough time to go through the motions as quickly as possible.
While there are multiple variables to consider, you have to be able to hire a software engineering professional within a couple of weeks. Strive to reduce your time to hire to negate the risk of losing them to a competitor.
However, sometimes, if you’re looking for the best minds the planet has to offer, you would have to accept that the recruitment process could take much longer.
According to our client, Eitan Weisbeker, CTO at Fido Solutions Limited, “because I was always scouting around for the best software engineers (experienced senior guys with strong domain knowledge), time to hire wasn’t very short. In general, it takes almost the same time to find and hire a top-notch developer in Ukraine and Israel. For instance, Intersog started search for candidates to join my project in December 2015 and I got my first hire – Andrey – in March 2016. So, it took us 3 months to rake through hundreds of resumes, interview 25 or 30 people and make a decision to hire Andrey. But as I’ve mentioned above, for us quality was always more important than time, so we were OK to have our time to hire longer than expected. When you want to hire the best of the best, more time is always needed as far as recruiting! We were ready for this.”
5. Communicate Frequently
It’s important to keep communication channels open during the recruitment cycle. Someone should be assigned the task of staying in frequent contact with the candidate.
After the interview, give them a call and let them know how the debrief meeting went. If the company is still interested in making them an offer, make sure that you make them feel like they are a business priority.
6. Act Fast!
Recruitment is never easy. Not being thorough can derail projects and cost a lot of money and time. So even if top tech talent is hard to come by, you can’t avoid specific steps in the recruitment cycle.
At the same time, you have to do whatever it takes to accelerate the recruitment process whenever you spot talented individuals. However, this doesn’t mean that you should offer the job right after the first interview.
You still have to follow established protocols and adequately evaluate their skills and experience. However, speeding up the process will be vital to give them a sense that they are your number one priority.
Whenever you do this, you can also be sure to stand out from the competition. I mean, let’s face it, we all have a desire to feel wanted and appreciated. So make sure that’s communicated during each interaction.
If you need a team of highly skilled developers for your next project, we can help. Reach out to Intersog now!