Hiring people for your company can be a very tedious process that does not always garner great results. CVs come in from all over. Even after carefully sifting through the stack, you’re not always able to effectively shortlist candidates. This is because the CV can be very misleading – it doesn’t give any true insight into whether the candidate is appropriate for your organization.
How do you pivot from a course of action that you have always used? You’ve had some luck hiring good tech candidates. Luck shouldn’t be a factor in talent acquisitions.
Is there a solution? Of course, there is! Let’s look at some of the ways that you can get the best tech candidates without having to drag professionals within your organization to assist.
- Rely less on the CV/Resume
Building the best shortlist is possible without wasting all your time reading CVs. When you consider what a CV is, you realize it is not truly representative of the candidate. Candidates who are unqualified will utilize tools and tricks to make them appear more appealing.
Individuals that should be considered may not be the best CV writers! If you place less importance on the CV, you can get down to the best candidates in a shorter period. These individuals will go on to the next step, rather than being dismissed out of hand. - Focus more on the screening process
When you stop relying on the CV entirely, you can concentrate on the individual in front of you.
Ask your technologists within your organization to help you shortlist the candidates by conducting screening interviews. This will take up a lot of their time, but it’s a crucial step to ensure you’re focusing latter stages on the correct candidates. If they don’t have the time, then TechRank can help you here. - Reduce your interview-overload
Interviewing is an exhaustive process. You must be mentally acute at every second. Answers to questions must be analyzed as they are being answered. You must pay attention to body language as well as inflection in tone. All of this takes a toll on you. Eventually, you will be paying attention less to the individual in front of you.
Reducing the interviews to just the candidates that are worthwhile will reduce your load. You can objectively consider all the tech candidates you are considering and this will lead to better decision making. - Only use your own engineers for the best candidates
Once you have narrowed your search to a few qualified tech candidates, it is time to make a final decision. Lead technologists are perfect to sit in on these interviews. They know exactly what they are looking for.
Better still, they can ask the right questions based on answers given within the interview. Since you are only occupying their time for a handful of interviews, they can be more objective as well. This will allow them to get back to the job they do best.
Getting the Help You Need to Hire with Confidence
The only way you are going to start the hiring process the right way is by using the tech experts at TechRank. You will no longer focus attention on low-skilled candidates our screening-on-demand service will help to make sure that only the right tech candidates are going into your interviewing process.
TechRank uses proprietary technology to rank the abilities of the tech candidates. This includes sets of technical questions, technical challenges and spontaneous technical conversations. Qualified individuals know how to solve the problems presented to them. As a result, those with the most talent will be at the top of the list. Those with less talent will be removed from consideration.
When you sit down for an interview, you can talk about the skills that TechRank uncovers. You will hire the best tech candidate so your organization can grow. Accolades from your hiring manager will be forthcoming.
To find out more, contact us to arrange a call!