Ruehie Jaiya Karri

Developers today require a lot more from their jobs than just decent compensation and bonuses. In 2025, flexibility and work-from-home options take on a lot more priority than ever. In times of The Great Resignation, companies need to rework their tech recruiting policies and practices to attract top talent.

Conventional recruitment strategies don’t hold much water in the current tech hiring landscape. Recruiters and hiring managers who recognize this and start looking at newer recruiting methods will come out on top this year — create a workforce that is engaged, loyal, and future-ready.

With our collection of tech recruiting resources, change the way you build your tech teams for the better.

The smart recruiter does not wait for a talented employee to resign to jump into action. They would have engaged and started a dialogue with the developer community long before any job role opens up.

If developers recognize your brand they are quick to respond to you and your company’s updates. This way you have a warmed-up, talented developer pool at your fingertips.

What are the best ways for engaging and hiring tech talent?

In our recent survey of recruiters, we asked them to tell us their top methods of pre-hiring engagement. Here’s what they said:

• Hackathons (32.1%)
• Coding contests (27.4%)
• Workshops (22.3%)
• Webinars (16.2%)

The power of hackathons for tapping into the power of the developer community is something HackerEarth has been harnessing for eight years now.

• What are the things you need to know going into a hackathon?

Read our Hackathon Survival Guide

• What were the lessons we learned from running over 200 hackathons?

5 lessons we want to share with you

Sourcing for a freshly opened job role is a tough ask. It’s becoming increasingly difficult to find great candidates, the deadlines to close a job role are unrealistic, and your talent pool is saturated. And this is where we got you covered!

• How to write job postings that actually work where applications pour in by the thousands?

Download your copy today!

• To write even better job postings and understand what you are looking for, design candidate personas. There is also a free template attached.

Guide to creating candidate personas

• How do you make sure that your job postings are not gender-biased?

Write gender-fluid job descriptions

• Hiring tech talent from social media is a skill in itself. Tailor your recruitment strategies to each platform with this cheat sheet.

Get the social recruiting cheat sheet

Why do traditional recruitment strategies fail, especially when assessing candidates?

• In most campus hiring scenarios, developers are expected to solve coding problems with pen and paper. This is not how the real world works, and is akin to asking somebody to bake a cake without an oven — only leads to subpar performance. Showcasing their coding skills is the one thing developers need to be able to do and that can’t happen on a word processor tool.
• If we put aside issues with manual testing methods, there’s the bigger problem of proctoring. With recruiters being worked to the bone during hiring season, human error is inevitable. Robust proctoring measures are the only way to ensure your candidates are not using unfair means to ace the test.

Given that coding assessments play a huge role in screening potential candidates, you ought to employ recruitment strategies that are the most intelligent, objective, and skill-based.

How can you take your recruitment strategies to the next level?

At HackerEarth, our motto has always been to match developers with the right opportunities. We designed our Assessment platform to make it easier for recruiters to create role-based tests.

Let me show you 4 simple ways to create tests on our platform.

Create coding assessments on HackerEarth

It also comes with a built-in proctoring feature, making it easy for both developers and interviewers.

Explore our built-in proctoring features

The last step in any tech recruiting process is the ‘Interview’. It is probably the most hated step, with developers over the years complaining about clunky and long-drawn-out interviews.

Why are coding interviews broken?

While this is not an exhaustive list, here are the most common reasons:

• The interview looks nothing like the job. Developers are asked questions that do not showcase the technical skills required for the job. Solving questions using binary trees cannot be the most efficient way to test a developer’s coding knowledge.
• Coding interviews are extremely hard, which has made developers wonder who they are designed for. Also, they happen to be conducted in unrealistic environments where developers have no access to code editors or IDEs.
• Recruiters ghost candidates during the long interview process. They are left in the dark with no feedback, no idea what comes next, and no inkling of how they performed.

Can we fix them? Yes, it’s not too late!

First things first. What to look for when hiring a software developer? Will simply evaluating technical skills suffice? The answer is no.

If you want to hire the crème de la crème of the developer talent out there, you have to look for a well-rounded candidate.

#1 After speaking with several hiring managers, we’ve come up with a list of questions that showcase a developer’s technical skills.

Technical interview questions list

#2 Soft skills are like the cherry on top. They set the best of the candidates apart from the rest.

Behavioral interview questions list

#3 Our product whizkids have added new features to our intelligent remote interviewing tool, FaceCode to make the remote interview experience even better.

New updates for FaceCode

#4 Candidate experience in a tech interview is underrated. It is not given the attention it deserves, which leads to driving away talented candidates. Design a delightful candidate experience with FaceCode.

Get your copy of the ebook today!

What do the developer hiring trends look like in 2025?

It is always a good idea to stay abreast with the latest developer hiring trends that will inform the upcoming year.

• Our 2021 Developer Survey report is packed with responses from 25,431 developers across 171 countries. Let’s find out what makes a developer tick, shall we?

Get your copy of the report now!

• The brand new edition of our Developer Recruitment survey captured responses from 2500 HR and Engineering personnel. Let’s see how we can build great tech teams, going forward.

Download your copy of the report

Recruiting top tech talent the right way with our bonus recruiting resources

“How to recruit top tech talent in 2025?” is the main priority of recruiters across the globe. Coupled with everything we spoke about till now, here are some additional resources from HackerEarth’s archives that will set you up for success!

• What does the developer hiring process include? Read more in this playbook on Better Tech Hiring.
• Recruitment strategies in 2025 need to be highly data-driven. This is where a recruitment dashboard comes in handy. There’s a free template attached too.
• Here is a 6-step guide to creating the most detailed and optimized recruiting budget sheet in 2025. Also, attached is a sample sheet for your reference.
• Diversity and inclusion matter in 2025. With this handbook, ensure you stay on top of your D&I strategies.
• What would be the best platform for hiring developers? What tools would you require for each stage of the tech recruiting process? Here is a comprehensive list of everything you’ll need.

Blindly sinking resources into hiring drives with recruiters scouring the Internet for hours looking for suitable job profiles will not cut it anymore. An alarming insight from our brand new report, 2021 State Of Developer Recruitment, shows that 37% of recruiters agree sourcing is a big challenge, post-pandemic.

Most of us barely scratch the surface when it comes to the Google search engine. Enter a keyword or a key phrase and hit search. But here’s the thing – Google search holds such power to offer highly customized results should you want it. And that’s exactly where Boolean search strings step in!

For a recruiter, Boolean search strings are a godsend. They can make your life painless, and your search exponentially more effective.

What is Boolean search?

Boolean search helps you define your search specifically to what you are looking for. Words or phrases such as AND, OR, NOT can be used to limit, broaden and determine the search results — utilize a search engine to its fullest potential.

Why is Boolean searching important for recruiting

Boolean searching isn’t just a fancy tech term; it’s the heart of modern recruitment. In an age where data is vast and candidates numerous, the power to narrow down searches with precision is crucial. Here’s why:

Precision targeting: Ever felt overwhelmed by the sheer number of profiles on LinkedIn or resumes in your database? Boolean search cuts through the noise, targeting specifics like skills, experience, and location.

Time efficiency: Recruiters juggle multiple roles – interviewing, networking, and candidate management. Boolean search speeds up the candidate-finding process, freeing up time for other essential tasks.

Diverse candidate pool: By using the NOT operator, recruiters can avoid repetitive profiles and expand their search, ensuring a diverse mix of potential candidates.

Competitive edge: In the race to find top talent, being quicker and more precise gives recruiters a significant advantage. Boolean search ensures you find the right candidates before the competition does.

Cost-effective: Every hour spent searching is an hour paid for. By streamlining the search process, Boolean logic can lead to significant cost savings.

Adaptable to different platforms: Whether you’re scouting on job portals, LinkedIn, or even Google, Boolean search strings remain applicable and effective.

Boolean search operators to the rescue

Take the most simple search query. Type out a keyword and hit enter. Now add a few additional operators and symbols to the mix and bingo! You have written your very first Boolean search string.

It is simple enough to do. You follow a recipe closely when you bake, and here you need to write the syntax correctly, for your search query to work.

OperatorWhat it doesBoolean Search ExamplesANDIncludes all keywords specified in the search

developer AND JavaOR or |Includes one or both keywords in the resultsEngineer OR developerEngineer | developerNOT or –Excludes unwanted terms from your search

-example“ ”Includes results containing the exact phrase specified“Machine Learning”“Who wants to be hired”()Groups multiple search keywords to set prioritiesDeveloper (android OR python)*Includes all variations of the keyword

recruit* = recruiter, recruiting, recruitment

#1 AND Operator

If you add AND operator between your keywords, the search results will show only results that include all of your keywords.

#2 OR Operator

This operator will show results that include either of the two keywords or both of them simultaneously.

#3 NOT Operator

The NOT operator excludes unwanted terms from your search. Instead of NOT, you can also use the minus symbol (-) followed by your unwanted term without leaving a space (e.g. ‘NOT sample’ or ‘-sample.’)

#4 Parenthesis ()

Brackets are used to wrap multiple keywords in OR search. This defines the priorities of each segment of the search string. This will come in handy, as most candidate searches are not straightforward and combine various keywords.

#5 Quotation Marks (“ ”)

Quotation marks are used to search for the exact phrase specified. For example, leaving a blank space between ‘product’ and ‘manager’ will provide irrelevant results that contain both of the words ‘product’ and ‘manager,’ but not necessarily together.

#6 Asterisk (*)

The wild card (*) is used to get more variations of the results for the keyword you’re searching for. For example, dev* will provide you with results for both developer and development.

A guide to advanced Boolean search strings

Hiring for rather niche positions or specific skill sets calls for using boolean strings that are slightly more advanced than the norm.

For instance, you need email addresses of candidates who are working in machine learning or data science, then the search string would be:

Syntax

site: linkedin.com/in (“@gmail.com” OR “@yahoo.com”) (“machine learning” OR “ML” OR “data scientist”)

Still, struggling to wrap your head around it? Take a pen and paper to note the following details:

• Job title of the position you’re hiring for, as well as any other variations that it could have
• Skills that the candidate needs to be proficient in, or any other industry-specific terms
• Platforms you want to run your search on
• Other details that you need like email address, resume, country, etc
• Swap out the text in the below generic search string for what you’ve written down on your list!

Generic Syntax

site: (platform URL) (“The job title you’re recruiting for” OR “enter another variant”) OR “skill 1” OR “other details”

Narrow down your search by using the country name, postal code, diversity preference, company, or natural language in your Boolean search strings, for better results.

Refine your Boolean search strings further

#1 Limit your search to a specific website with the site: search syntax. It is also called x-raying or an x-ray search. It is particularly useful for obtaining profiles with specific skill sets

Syntax

site:linkedin.com/in (“@gmail.com” OR “@yahoo.com”) (“machine learning” OR “ML”) (“she leads” | “she led”)

You can directly glean the contact information of potential candidates with this search query free of cost instead of using LinkedIn’s InMail service, which is expensive. In this example, “she leads” refers to the natural language we use in a conversation. This query will yield all email addresses containing Gmail or yahoo of women developers who work with machine learning, which are tied to their LinkedIn profile.

#2 Restrict your search to a specific file type with the filetype: search syntax. It could be a resume or a portfolio in a PDF, doc, txt, etc

Syntax

filetype:pdf resume (engineer OR “software developer”) Boston 2017..2020 -example -sample

This query captures the results of all resumes in a PDF format, from the location specified. The minus operator has been used to eliminate sample resumes from your search. You can also specify a date range; in this case, you don’t want resumes older than 2017 or later than 2020.

#3 Use intitle: search syntax to refine your search to websites with specific keywords in their title. Most candidates upload a resume to all job boards. That could be your keyword to scraping suitable resumes for your requirements

Syntax

intitle:resume (“senior developer” | “lead developer”) India 2018..2020 -sample -example

#4 Use inurl: search syntax to refine your search to websites with specific keywords in their URL

Syntax

inurl:(resume OR CV) python India 2018..2020 -sample -example

Using various combinations of Boolean search strings, it becomes a cakewalk for recruiters to source candidates for a particular job. And not just any candidate, but a candidate who exhibits all the necessary skills for that job. Isn’t that every recruiter’s dream?!

Know more about Boolean search strings for diversity sourcing in this video.

5 Boolean Search tips for recruiters

To take your search one step further, you need to think out of the box. Talented candidates are everywhere, if only you know where and how to look.

#1 Podcasts

Podcasts are a great way to get in touch with candidates who possess unique skill sets. Using the site: search syntax you can identify candidates and their interests depending on which podcast you find them. Tailor your pitch accordingly, and voila, you have an interested candidate in your talent pool.

Here’s an example of a query that searches for diverse podcasters.

Syntax

site: podcasts.google.com “@gmail.com” (lgbtq OR advocacy OR ally)

#2 Github

It is a popular developer community and a live bed for talented developers looking for work.

• Use Octohunt, a tool that allows you to find developers on Github, based on their location and coding skill sets.
• The resumes uploaded to this platform are in a different format from the usual PDFs, texts, and docs.

Syntax

site:github.com resume (kubernetes OR docker) “new york”

This search query will pull up all results of people in New York who have their resumes tied to their Github profile.

• Use this search query to pull up different results from the github.io domain when compared to the github.com domain.

Syntax

site:github.io resume (kubernetes OR docker) “new york”

#3 More online communities

Communities and groups will be thriving with developers of all levels. Gathering information about them helps you personalize your cold email with an appropriate proposal for each candidate.

• Meetup is an online community that is an amalgamation of various groups related to every walk of life. PhantomBuster is a tool that can scrape member information from groups you identify with your search query.

Syntax

site: meetup.com (developer | engineer) “women”

• Medium is another vast community where identifying candidates with niche skills pays off.

Syntax

site: medium.com (developer | “cybersecurity engineer”) “women”

• HackerNews has a conversation running where developers looking for work leave their contact information in the comments.

Syntax

site: news.ycombinator.com “who wants to be hired”

#4 Expand your search

Don’t restrict your search efforts to Linkedin. Social media platforms like Twitter, Instagram, and Reddit also respond well to Boolean search strings. Utilize hashtags, and keywords being used in popular communities on there and add them to your search strings.

Syntax

site:twitter.com (“follow me on Twitter”) (engineer OR developer) India

#5 Use tools

There are several image recognition tools like TinEye that help in conducting searches through images. Image sourcing is gaining popularity and can pull up candidate profiles from Github, LinkedIn, and so on.

Recommended read: A List Of Boolean Search Strings

FAQs on Boolean Search String

What are the basic Boolean search operators used in recruiting?

The fundamental operators are AND (to combine terms), OR (to search multiple terms), and NOT (to exclude terms). Additionally, symbols like asterisks (*) for wildcards and parentheses () to group terms are frequently used.

Can I use Boolean searching on all job boards?

Most modern job boards and recruiting platforms support Boolean searching. However, always check the platform’s guidelines or help section to understand the specific syntax they might use.

How can I improve my Boolean search skills?

Regular practice is key. Start with basic strings and as you get comfortable, incorporate more complex operators. Attending webinars, courses, or workshops can also help.

Are there tools to assist with Boolean searches?

Yes, many tools and plugins, especially for browsers, can help craft and test Boolean search strings. These can be invaluable for recruiters looking to enhance their searching capabilities.

Is there a risk of missing out on candidates using Boolean search?

If not used correctly, Boolean search can exclude potential candidates. It’s crucial to strike a balance, ensuring the search is neither too narrow nor too broad. Regularly revisiting and tweaking your search strings can mitigate this risk.

Bonus tip

Instead of spending too much time creating customized search queries, rely on tools like NativeCurrent that curate Boolean string suggestions based on your requirements. Use these pre-built search strings on the Google search engine. Saves you a lot of time and effort!

The demand for technical talent is higher than ever. Our brand new edition of the State Of Developer Recruitment survey reports that over 30% of respondents are expecting to hire over 100 developers in 2022.Frantically sinking resources into hiring at scale when there are chances that several employees will quit before their first-year mark is your sign to stop and evaluate your tech recruiting ROI; especially when the cost of a bad hire is an expensive mistake to make.

The tech industry already has a high rate of attrition with costs of bad hires skyrocketing. It cannot afford any further delays due to hiring slips and misses. Keeping certain performance indicators in mind will help you assess what is working for you and what needs to be tweaked.

What is Recruitment ROI?

Recruitment ROI (Return on Investment) is a performance measure used to evaluate the efficiency of an organization’s hiring process. It helps businesses and HR professionals determine the value and effectiveness of their recruitment strategies. Simply put, Recruitment ROI gauges the benefits (qualified candidates, successful hires) against the costs (advertising expenses, recruiter salaries, interview expenses, etc.) involved in the recruitment process.

Understanding this metric helps companies allocate their resources more efficiently, ensuring that every dollar spent on hiring brings the maximum possible value to the organization.

7 metrics to monitor tech recruiting ROI

Time to hire

On average, it takes 42 days to fill an open position. Right from posting a new job opening to hiring a candidate for that role constitutes the time to fill metric. It takes time to complete the process right from sourcing, recruitment marketing, screening to interviewing. It is every recruiter’s goal to reduce the time to fill by as much as possible but it is increasingly difficult to do so when recruiting technical talent.

Coupled with the usual sourcing and interviewing phases, you also need to carry out skills assessments, which only prolongs the time to hire. If this area needs to be optimized, it is time to streamline your hiring processes. Cut down on the several phases of the interview; assess your candidate with a skills assessment instead of a phone interview.

Quality of hire

This recruitment metric is vital to evaluating whether the newly employed candidate is a good hire or a bad hire. You need to assess how much value the new hire contributes to the team and what is their impact on the long-term success of the company. This is subjective and varies from company to company as performance/culture fit can’t just be confined to scores or numbers.

Improving the quality of the source from where you’re hiring directly improves the quality of the candidates. Instead of relying on high-volume recruitment tactics, where you get plenty of leads of under-qualified candidates limit your talent pool. Set aside applicants that are a right fit for the role. Also, assess the ratio of passive to active candidates in your talent pool and work on improving this.

Cost per hire

The simplest way to measure return on investment for your tech recruiting is to calculate how much you’re spending for each hire. What costs are you running up for the entire talent acquisition process? Can you switch to a new tool that is not such a drain on the resources without compromising on its performance? How much are you spending on recruitment marketing?

Tracking the cost per hire helps you analyze where you’re spending more money than you should, how to reduce it, and provides an opportunity for you to spend it elsewhere.

Candidate experience

63% of job seekers will likely reject a job offer because of poor candidate experience, and you certainly don’t want that. If your hiring procedures are clunky and long, you decrease your chances of attracting top talent by a lot. Find the gaps in your tech recruitment processes to make them candidate-friendly and improve your employer brand.

Getting a candidate on board is not the end game. You have to keep an eye on how the early days of the new hire are going, ensure that they are satisfied with the job, and meet expectations of the role.

Recommended read: 5 Reasons For Bad Candidate Experience In Tech Interviews

First-year attrition

A new hire will take a minimum of one year to settle down and begin producing their best work, especially in an engineering team. If your candidates are leaving before they complete a year with you, you never have a chance of getting back what you invested in them. Talent acquisition costs will add up and affect your company’s bottom line.

Unclear expectations and poor performance lead to first-year attrition. When candidates are met with unrealistic expectations that don’t necessarily align with the job requirements, it’s more likely they’ll quit the position within a year. And when you hire an unsuitable candidate for the job, performance will suffer and you may have to let the employee go. Take care to clearly communicate what is expected out of the candidate for the position and ensure they have enough resources to maximize their performance.

Offer acceptance rate

An offer acceptance rate (OAR) determines the percentage of candidates who have accepted a formal job offer letter from your organization. This measurement ought to be vigorously depended on as a sign of a recruiter’s competence.

It is indicative of the recruiter’s ability to trace out the candidate’s priorities, needs, and major issues before an offer is extended. It is no mean feat to arrive on an offer that hits the sweet spot for both the applicant and the organization.

Application completion rate

Another important metric to track is the number of individuals who finish your application form. Low application completion rates mean that individuals drop off midway by as much as 60% according to a CareerBuilder survey — because it’s too lengthy, is tedious, or complicated.

It could also show some sort of technical issue. Investigate low application completion rates right away. Your entire hiring process is hindered until you do, especially as this is the first step in a series of rounds.

Formula for calculating Recruitment ROI

To calculate the ROI of your recruitment process, you can use the following formula:

Recruitment ROI = ((Benefits of Hiring−Cost of Recruitment)/Cost of Recruitment)×100

where,

Benefits of Hiring is the monetary value that a new hire brings to the organization. This could be measured in terms of the new hire’s revenue generation, cost savings, or any other financial metric deemed relevant,

and,

Cost of Recruitment is the cumulative of expenses associated with the recruitment process. This includes advertising costs, recruiter salaries, interview expenses, onboarding costs, training costs, and any other relevant expenses.

By calculating Recruitment ROI, you can determine the percentage return on the investments made to hire.

Challenges in measuring Recruitment ROI

Measuring Recruitment ROI is undeniably complex, but by understanding and addressing these challenges, organizations can gain a clearer picture of their hiring process‘s efficiency and effectiveness. Some of the common challenges faced while measuring this metric are listed below:

1. Quantifying intangible benefits is hard: Unlike direct costs, benefits like improved team synergy, cultural fit, or long-term potential of a recruit can be challenging to quantify.

2. Variable costs can affect standardization: Costs can vary widely between hiring campaigns, making it challenging to maintain a standard measure for ROI calculations.

3. There is usually no immediate ROI: The true ROI of a recruit might be realized only after a significant amount of time, especially if the position requires extensive training or has a longer gestation period for maximum productivity.

4.Speed of hiring can affect ROI: It’s essential to balance the quality of hires with the number of hires. An organization might make many inexpensive hires quickly, but if those hires are not a good fit, the long-term ROI may be negative.

5. Indirect costs might be hard to quantify: There are hidden costs associated with recruitment, such as the time managers spend on interviews, which might not be easily accounted for.

6. ROI can change if the business goals change: As business objectives shift, the value or “benefit” expected from a hire might change, affecting the perceived ROI.

7. External factors: Economic changes, industry trends, and labor market shifts can all impact the cost or value of a new hire, complicating ROI calculations.

How we calculate recruiting ROI at HackerEarth

We designed an ROI Calculator that simulates the potential amount of time you could save if you use HackerEarth’s offerings in your tech hiring process. This would directly lead to a significant decrease in the cost per hire metric. That’s why they say, “Time is of the essence when it comes to making quality hires!”

In 2025, the one thing on top of the mind of any tech organization should be aiming for happier employees. Happier employees are more productive and more likely to stay longer in their current jobs. You may argue that this has nothing to do with the bad candidate experience faced by developers who are not even your employees yet.

But it has everything to do with making a good impression on developers who may or may not become a part of your company, someday. The ramifications of providing a poor candidate experience during the hiring process will have a domino effect on your brand.

If you are known to treat potential candidates poorly, it will be a direct reflection on how you treat your employees, post recruitment. A bad candidate experience will damage your brand’s reputation within the developer ecosystem, word will spread, and soon enough, not many people will want to work with you.

As much as 83% of developers say that a negative interview experience can change their minds about a role or company that they previously liked. Seeing that tech interviews play a major part in being the deciding factor, let’s look at some of the areas that hamper candidate experience during the interview segment.

Recommended read: How You Can Leverage Candidate Experience To Attract Top Talent

Pitfalls most interviewers fall into during tech interviews leading to a bad candidate experience

Misleading job descriptions

Hurriedly copy-pasting job descriptions of similar roles serves to deter candidates from applying. They could be too vague, too generic, or unclear about what is required of the candidate for the job.

Also, simply using the bait and switch tactic by stuffing job descriptions with keywords can be misleading to the actual requirements of the role. Asking developers to solve questions related to A when the job description says you need skills related to B is not the correct way to assess them.

This could lead to mistrust among the developer community when it comes to interviewing with your company. You would ostensibly make a bad hire, which could be an expensive mistake to make.

Further Reading

It's time to fix those broken job postings. Download your copy of our CHECKLIST for writing job postings that actually work!

Not enough communication

Most candidates are kept in the dark about the progress of the interview. Be it the outcome, or what to expect next, developers are used to not receiving any kind of communication from recruiters. Ghosting your candidates or leaving them hanging occurs more often than you think.

In fact, a major peeve of candidates as stated by 40% of the respondents of HackerEarth’s Developer Survey 2021 is lack of feedback post-interview. Bad communication leads to broken interview processes and you do not want that.

Long, archaic interview processes

A complicated application form, unclear instructions, and no timely updates lead to a tedious tech interview process; they are also massive turn-offs for candidates. Filling out complex application forms results in 60% of job applicants quitting midway through as found by a CareerBuilder survey.

Recruiters miss out on setting timelines and expectations with potential hires, and the end result is an especially long-drawn-out interview process. You will lose talented developers to competitive organizations because a developer is not just going to sit around and wait. They are actively looking for suitable roles with different companies while you have an archaic hiring process in place that delays everything.

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Unprepared interview panel

Candidates put in a lot of time and effort preparing for the interview. Also, it is a widely-known fact, interviews are an anxiety-inducing experience. Imagine a candidate invested hours studying for an interview with your company that went awry because the interviewer or the panel of interviewers were not prepared?

Not knowing what skills the candidate possesses or what their resume says shows a clear lack of interest in the candidate. It leaves them feeling undervalued, which can affect their performance in the interview.

Poor technology used for interviewing

Asking candidates to write code on a piece of paper or a word processor is akin to asking someone to bake a cake without an oven. That is not what the real job looks like. Besides, such manual interviews leave a lot of room for error, bias, and unstandardized evaluation.

Coding interviews require appropriate interviewing tools that allow developers to code, compile, and debug while providing an objective assessment of each candidate. Poor technology can cause skilled candidates to either drop out of the running or fall through the cracks. And worse, this is simply a bad look for your company.

Recommended read: 5 Steps To Create A Positive Remote Interview Candidate Experience

Say NO to bad candidate experience

Don’t skimp on being prepared for the interview, the remote tech interviewing tools you use or the feedback you provide. 63% of job seekers will likely reject a job offer because of a bad candidate experience, and you definitely don’t want that.

The tech interview is the first chance candidates have to actually see you, hear you, and interact with you. Candidates spend a considerable amount of time and effort preparing for the interview process, which is more often than not a nerve-wracking experience. You, as a recruiter, owe it to them to take the interview just as seriously and make sure that they have a memorable candidate experience.