The Talener team has been speaking with more technology candidates recently who are on the job market for the first time in years. Whether they’re actively seeking new employment or were part of some of the technology layoffs this past year, none of them are looking forward to the interviewing process.
It’s daunting to find a job while you are working. You navigate time off for interviews or tech tests. Similarly, it is stressful to dive into the search post-layoff when you don’t have a job after years of employment. No one is looking forward to the hiring process. It’s nerve-wracking and it constantly feels the goal posts are moving.
As we advise candidates on rewriting their resumes, building their brands, and owning their stories – we similarly advise our client partners to help candidates (and themselves by extension) by making their hiring process transparent from the get-go. For many applicants, the process has changed dramatically over the last few years. Video interviews, AI, and live coaching were not widely used even 3 years ago.
You don’t need to divulge every detail, but giving candidates the right tools to put their best foot forward will result in better quality candidates and less frustration on both sides.
Give candidates an idea of the timeline that they are facing. What kind of availability will they require for interviews and tech tests. Is everything conducted online or in-person? When should they expect to hear from HR or TA teams about next steps or to get feedback? An casual applicant will self-withdrawal from the process if it is too burdensome.
Use of Technology for Hiring
If you are using AI assisted technology to screen resumes or make any type of ranking or hiring decisions, be upfront. In some cities, like New York, companies are required to disclose this practice. Candidates already feel as if they are applying into a void if they don’t have a direct line to the talent acquisition team. It’s nothing short of unfortunate to miss out on a stellar software engineer because they weren’t aware that they needed to pad their resume with key phrases for AI to pick up. Screen candidates into the process rather than focusing on screening them out.
Manage Compensation Expectations
No matter the job, you will always get applicants who are not qualified for the role. It’s inevitable. However, you also risk wasting time when you get into the process with someone who can’t afford the compensation you are offering. If your budget is set and you don’t have wiggle room, hiding lower compensation from a candidate who is asking for more is interviewing in bad faith. Unless their expectations are completely unrealistic for their skillset, they’re not going to accept lower compensation just because you offer them the job.
Give Applicants the Tools for Success
If you want something, spell it out! Even a decade ago, long-form applications, cover letters, and in-person interviews were the norm for most companies. For a job seeker who is coming back on the market after 10 years at the same company, everything has changed. Give people the opportunity to prepare and succeed during the interview process. Discarding an unnecessary cover letter is frustrating for the person who spent hours curating it. Let them know ahead of time what kind of references will be required, give them parameters on resume length, or advise them on the type of past work product that will be best for evaluation.
Transparency also means efficiency and expediency. If your job is important to fill now, give candidates everything they need to work through your process and get hired.