Codility is a leading online technical testing platform for Developers similar to HackerRank, CoderPad etc - they have recently released their 2018 Developer Report. If you are a company looking to hire technical staff (and even more importantly, looking to retain them!) you should download the PDF without hesitation. 'Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance' So many companies make mistakes when it comes to recruiting. Slow candidate offers, not very relevant technical testing and poor communication of the role within interviews are examples which I see happen all the time. One thing is clear, the companies that are hiring the best candidates are the companies with the best processes in place. These processes give a candidate insight into how a company works, what their culture is, how they can progress their career there. Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance. Key insights from the report include: Female Developers are not involved in recruiting Personal Development is more appealing than salary How you should be marketing yourself differently to junior Developers to Senior Developers Majority of Developers jobs are not what they expected. Within the report, there also is a key point on the importance of giving candidate feedback. Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative. Plain and simple, the companies giving feedback are beating you at recruitment (real-world example below) 'Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative.' It was only yesterday that I was having a chat with one of my candidates, informing him that he had progressed from his initial tech test to a phone interview. Usually, I work with many companies who would just email me around the lines of 'Hi Mat, Phone interview please - send availability'. However on this occasion they had given him detailed feedback on his assessment, listing what they liked about it and what they would have improved about it. I delivered the candidate the feedback. The candidate remarked that he was very impressed that they had taken the time to give him detailed feedback, compared to other companies, and how that has shown him what kind of company they are. The candidate was pretty enthused about the opportunity, though now through a couple of lines of feedback it has heightened his experience one more notch. From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry. 'From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry.' When a candidate receives an offer, you have to imagine that they will cast their mind back through the process with your company. What were the positives? What were the negatives? To hire the best people, you must be covering all the bases in terms of candidate experience, many of which are highlighted in the codility report. The best companies already are. Are you? I have helped to scale successful tech companies that have got recruitment right. If you'd like to talk about refining and creating recruitment processes, candidate attraction, the mindset of candidates or the market - let's have a chat. Click here to connect with me on LinkedIn.
Most of you have been there. You’ve felt excited and geared up about a new job opportunity, maybe gone to an interview or two or at least applied, but then - silence. Nothing; no calls, no emails and especially no feedback to let you know where it went pear shaped or if the recruiter is still thinking about you. Unfortunately, mutual “ghosting” and the bad habit of not giving candidates feedback hasn’t helped people’s negative perceptions and experiences of the recruitment industry. And who can blame the critics? The issue of feedback has been a constant conversation within our industry for as long as I’ve been in recruitment (which is a pretty long time). Interestingly, the whole candidate experience was the main discussion topic at Understanding Recruitment’s Strategy Day earlier this year and is an area that we’re keen to improve in our “year of the candidate”. My personal ethos is an aspiration to provide feedback (positive & negative) to all candidates at all stages of the process. I think it’s the only way to provide the best service to those looking to take the next step in their career. Despite this ethos I'm not naive enough to think that we provide feedback to the satisfaction of everyone all of the time, despite having won multiple awards and been recognised for our approach to customer service. There can be a number of reasons behind this: lack of care from the recruiter’s side, lack of feedback from clients, recruiters chasing the short term £ rather than the caring about long term reputation, recruitment companies who advocate the wrong behaviours amongst their employees, recruiters focusing on people who they’ll place now rather than people who could be of interest in the future, human forgetfulness, candidate behaviour and many more. To recruiters who aspire to be better, reputation is key, and we want to exceed expectations. Why then, is giving feedback still an issue? It’s a tricky situation with most recruiters juggling multiple roles, clients and candidates all the time and there only being so many hours in a day. So how can we still give people the personal experience they’ve come to expect without burning ourselves out? I don’t have the perfect solution and we’re still working on what that solution might look like for us as a business. I suspect we’ll end up with a combination of the use of smart recruitment & AI tech for a certain amount of automated feedback while also continuing to provide the vital human and personal contact in order to build long lasting relationships. Like a lot of traditional industries recruitment is experiencing a lot of disruption that will raise standards, put candidates at the centre of the business and give you, the customer a better experience. I hope so anyway! I would love to hear your opinions and suggestions on how we can make the feedback issue a thing of the past. Connect with me on LinkedIn to start a conversation.