Failure to hire tech-savvy recruiters
Most of the cost of hiring for a technical position, Nathan Doctor explained, is due to the many hours engineers spend away from their own work to interview and evaluate applicants. Unlike hiring for non-technical positions, where recruiting generalists can more accurately assess candidates, engineering and other technical position assessments require industry experts. Most companies, however, have failed to hire technical recruiters.
“All too often a company’s hiring process overuses their engineering talent for pre-screens and interviews, many times with candidates who aren’t qualified to begin with,” Doctor wrote.
Beyond the hours spent reviewing resumes and sitting in on interviews, relying on technical-department staff for pre-employment assessments has dire consequences to productivity and the bottom line.
“Seemingly small distractions can undo hours of [an engineer’s] work,” Doctor wrote. “Because it takes continuous precise focus to work toward an effective solution, this distraction can actually have a demoralizing effect as it breaks work flow — short-term memory gets loaded with all of the moving parts, leaving engineers to rebuild their mental model and take even more time to simply get back to even. An hour-long distraction can actually debase hours of work.”
So, if humans err in their assessments of candidates, resumes are poor predictors of job success, and relying on IT staff to assess technical candidates is far too costly for employers, what’s a hiring manager to do? What’s the smart, efficient, way to recruit technical staff?
For a look at what’s working in technical recruiting and technical assessments, stay tuned. We’re doing a 3 part series that’s being sponsored by our pals at eTeki. Part 2 coming soon.