The process of hiring developers can be notoriously slow and inefficient. Many companies put candidates through five or more rounds of interviews, each lasting 30 to 90 minutes. While this may seem thorough, it’s far from effective, and it’s costing both time and money.
Common Problems with Tech Recruitment Processes
One of the most frustrating aspects of tech hiring is the technical test. Candidates are often told it will be a ‘short’ task, but the reality is quite different. Most developers spend much more time on these tests than anticipated, paying extra attention to every detail. Unfortunately, they often feel too embarrassed to admit how long it actually took.
As a result, many qualified candidates simply opt out of the process altogether, refusing to take technical tests. This not only leads to companies missing out on top talent, but it also creates an inefficient hiring pipeline.
Enhancing the Technical Test: Finding Better Methods
I believe that there are better ways to assess technical skills without frustrating candidates. One of our preferred methods is pair programming, where candidates and interviewers work together on a real-world coding task.
However, pair programming is just one option. Other approaches could include:
- Structured problem-solving sessions with clear time limits.
- Take-home assignments that align with actual job tasks, rather than arbitrary challenges.
- Live coding exercises with less emphasis on “gotcha” questions and more focus on collaboration and communication.
These alternatives help create a fairer, more transparent experience for the candidates while allowing companies to accurately assess the skills that matter.
Why Better Technical Tests Matter
The benefits of improving your technical assessment process go beyond simply finding the right hire. By using more efficient methods like pair programming or structured coding exercises, companies can better evaluate key traits in candidates, such as:
- Communication skills
- Problem-solving techniques
- Collaboration abilities
Even if candidates need guidance during these sessions, it doesn’t mean they’re unqualified. Instead, it offers insight into how they’ll work with the team and tackle real-world challenges. A bad experience with overly difficult or time-consuming technical tests can hurt your company’s reputation, turning away future talent.
Current Tech Hiring Processes Don’t Guarantee Success
The truth is, even with all the time invested in interviews and technical tests, companies are still finding that candidates fail probationary periods after being hired. This suggests that the traditional hiring process — with its multiple interviews and long technical assessments — doesn’t work as well as we think.
In my own experience, it’s common to interview 20 to 40 candidates for a single role, with only one making it through the entire process. This inefficient method drains resources without delivering consistent results.
The Final Barrier: Job Offer Rejections
After surviving an exhaustive hiring process, candidates might still reject the job offer. Whether due to salary expectations, contract conditions, working hours, or simply using the offer to negotiate a raise at their current company, the result is wasted effort.
How We Can Help You Improve
At /bin/bash talent, we aim to streamline your tech recruitment process. We focus on improving not only the efficiency of hiring but also the experience for candidates. Our approach ensures that companies spend less time on unproductive methods and more time on identifying the right talent for their teams.
By optimizing your technical assessment process, reducing interview rounds, and creating a positive candidate experience, you can attract and hire better developers more quickly and efficiently.