January 30, 2018 • Amanda Pullman

How to Streamline Your IT Hiring Process

IT hiring managers know that to hire their top choices, they have to act quickly as there is simply not enough tech candidate supply to meet the nation’s demand for talent. Despite this, the length of the hiring process is actually growing. On average, it takes U.S. companies 23.8 days to fill a vacancy, up from only 13 days in 2010. This lengthy time-to-fill is particularly noticeable in tech, as hiring more technical and skilled positions requires more vetting and thus more time.

Top tech talent is in high demand, and candidates are receiving multiple job offers at or above market salary. This makes a lengthy, cumbersome hiring process a recipe for failure. Employers who neglect to streamline their recruiting processes will lose the competition for the strongest talent to organizations with shorter, more efficient processes. The good news is that there are a number of ways you can streamline your IT hiring process and secure the best candidates.

Start with the Right Job Description

A clear job description is the first step to a quick and seamless hiring process. Even if you already have an outline from the last time you hired in this role, the hiring manager and recruiters should make sure that it is valid and up-to-date with any new responsibilities. Working off of an outdated or inaccurate description drags out your time-to-hire by attracting the wrong candidates and misrepresenting what type of professional you’re looking for to join your team. Clarity is key to getting the people you want into your applicant pool. Only 36% of candidates feel they’re receiving clear job descriptions, so providing one that plainly describes the position and its requirements is a simple way to attract more qualified applicants. Getting everyone on the same page, including the candidates, is the right way to start a quick, efficient hiring process.

Know Your Pipeline

Are there people you already know who might be perfect for this role? Referrals, candidates you previously interviewed for similar positions, or industry contacts you’ve met via networking events or LinkedIn? Instead of waiting for qualified candidates to come to you, find the top candidates who are already in your network. Start with referrals. Not only does finding a referral shorten the recruiting process by eliminating time spent sourcing candidates, it is also the most reliable way to make a quality hire. Even before you have an open position, maintaining relationships with the people in your network and reminding them of why you love your company is a great way to keep your employer brand top of mind for strong potential employees.

Simplify the Decision-Making Process

Who truly needs a say in your next hire? The more decision makers you have in the room, the longer it takes to extend an offer. Start by assessing who should meet candidates, and then set the criteria you’re all looking for. In most cases, the clear and concise job description you’ve already created will give you good standard against which you can measure candidates. You should also reflect on how your team operates and what would make a someone a strong cultural fit. By discussing these matters with other decision makers before meeting with candidates, you can ensure that you’re all on the same page and looking for the same things. This will lessen the need for debate later and should make it easy to identify your top choice.

Combine Interviews

For many, the biggest gaps in the recruiting process are between interviews. A lot of time and effort goes into coordinating with the hiring manager, human resources, department heads, and candidates. And getting every person in the right place on the same day can sometimes push out interview dates by a week or more. If you’re conducting a second or third onsite interview with the same candidate for the same job, you’re adding large amounts of unnecessary time to the hiring process. Considering that the best candidates are off the market within 10 days, extra interviews are likely to diminish your pool of applicants without giving you much extra information.

Take advantage of the time when candidates are in your office. Evaluate which people are truly necessary for the candidate to meet and put them on the schedule, using a group interview or a lunch meeting, if necessary. Using time efficiently and eliminating the need to bring candidates in for a second or third interview expedites the hiring process and brings you to an offer faster.

How to Streamline Your IT Hiring Process

Employers with lengthy and cumbersome recruiting processes are missing out on great tech talent. A more strategic, streamlined approach can help hiring managers find success in the competitive IT talent market. With a significant skills shortage and low unemployment, any organization in need of strong IT professionals must have a sense of urgency. Implementing a short, concise hiring process is the first step toward hiring the tech pros your organization needs to build future success.