We heard this rumor: the icy cold terror that the traditional IT hiring process strikes in the hearts of recruiting managers is being weaponized for emotional torture. Have you heard it? Worse yet, have you experienced that frightful ordeal?
We’re sorry to hear that. Please call us for your complimentary therapy session.
Hiring a fitting developer is a nightmare wrapped in a jinx. The new hire could be perfect for you. But then again, he could be someone only comfortable using third-party libraries. Epic fail.
Especially considering the hiring process takes an average of 58 days in the US (60 in Canada).
DistantJob’s remote hiring process, on the other hand, is only 30 days long – and we’ve done it in less time, before! Don’t believe us? In that case, it’s time we had that conversation.
A Scene-By-Scene Walkthrough of the Traditional IT Hiring Funnel, and How Long It Takes
Let’s break down the traditional IT hiring process, the time it takes to complete each step, and how that compares to remote hiring.
Scene 1: We Need Developers!
After you’ve decided to hire a new developer, the first step is to write an accurate job description and publish it. Incidentally, most people suck at this. This is why our first step is to talk to our clients and remake the job description into something that is pure talent catnip.
There are many options for publishing – internal candidate database, technical job boards, your network, recruitment agencies, etc.
A survey from Ideal.com found that 46% of tech recruiters had difficulty attracting good candidates. From a job board, you could get many applicants much quicker. But with your network, you might wait longer for fewer (more-qualified) recommendations.
Whereas working with an agency, like DistantJob, means we have a much better-qualified network at the ready. So, naturally, you can expect to hear back with great leads in as little as 48 hours.
Scene 2: This must be a “digital mountain”!
Social Talent’s 2016 Global Recruiting Survey finds that only 28% of the candidates approached on LinkedIn responded back and a bleak 27% of those few were interested in the job. This makes sourcing candidates the toughest step in the traditional IT hiring process says 52% of recruiting managers, according to the State of Tech Hiring 2017
Yet, according to Jobvite, a recruiting manager in the US will review no less than 250 applications to fill one vacancy. And a small business, about 62.
This step done well means you can catch the red flags that could slow down the rest of the process.
Still, you don’t intrinsically benefit from it. If someone (us) gave you a much shorter and more qualified list of, say, 20 candidates, you could finish reviewing the resumes in an hour.
In-between scene: wait period and more legwork
Before starting the next phase (interviews), you have to email the candidates and wait to hear back, and then schedule the meetings. Could be a week before you start talking to them. A remote hiring agency could email and schedule the interviews in as little as 2-3 working days.
Scene 3: Remember to cut through the chatter.
The HackerRank 2018 Tech Recruiting Report also confirms that sourcing the right candidate is the slowest part of the process.
After initial reviews, you should be able to pare down your list of 250 to about 75 applicants whom you’ll want to contact. Although, not every one of them would be interested. This would further trim the list to about a third – that is, 25 candidates.
A meticulous technical interview lasts about 15–30 minutes per candidate, according to Robert Half and about 45–30 minutes according to Glassdoor. According to the State of Tech Hiring 2017, that number is 5–10 hours in total.
The good thing about working with a remote recruitment agency is that they’ll step in when you can’t. So you only speak with the most qualified leads. That’ll save you at least a full workday per week.
In-between scene: verifications and background checks
After you’ve consolidated your applicant list, in-depth verifications are in order. At a minimum, this means checking for criminal records, references, education, and work history. If you use a third-party for this service, it’ll take 3–5 days. On your own, twice as long.
Scene 4: Candidates are getting really blurry.
Thanks to technical interviews and background checks, you should have a shortlist of six candidates now. And they may all seem equally as good.
Great side projects, portfolios, and open source contributions can help distinguish amongst them.
That also means you’ll have to spend more time reviewing each candidate to understand the true worth of their projects and how well they mesh with your organization. For six candidates, that translates to about five to six hours of effort.
But what if you had someone who had talked to you and learned about your business until they got to know your needs as well as you? That’s what DistantJob’s account managers do, and it’s one of the perks that you’ll find nowhere else.
Scene 5: Down to the wire.
Where IT differs from most other industries is that anything on paper, even education degrees, matter little. Technical skills and cultural fit are the two prime criteria at this point to winnow your list to 3-4 candidates.
The usual methods to do so are online coding tests on sites like HackerRank, screen share programming sessions or pair programming, even take-home assignments.
Pair programming takes about one working day per candidate, according to Dice.
Online tests run anywhere from 15–45 minutes for candidates to complete, which is also followed by a review.
With take-home assignments, you have to allow a few days for the candidates to submit their work and an extra day to review.
But, remember that each additional step will add 4-8 extra days to the hiring process, says Glassdoor Economic Research.
Scene 6: Will you be my dev?
At this point, you may have a clear-cut winner. Great.
If not, you’ll have to mull over different variables, perhaps schedule more interviews or tests. And in 3–4 days come to a decision about one candidate.
Even then, you’re not done.
After you extend the offer, it may take the candidate up to 72 hours to accept.
Next comes the dreaded paperwork associated with hiring a new employee, like filling out the health insurance forms, workers compensations, W-4, W-9, I-9, disability forms, sexual harassment forms, and many more. And that’ll definitely add 1-2 days to your time-to-fill.
The wonder of DistantJob, of course, is that we’ll take care of the paperwork, saving you a lot of time and effort.
The tech hiring process is one of the lengthiest and convoluted in USA and Canada. But CareerBuilder says if it’s unnecessarily long and complex, qualified candidates actually drop out.
How long the hiring process takes is directly proportionate to the quality of the talent pool. Unfortunately, an SME is at a disadvantage here since they struggle to attract the best talents. And if you’re hiring multiple candidates, you’ll continue to scrape the pool.
That’s exactly why working with a remote hiring agency will give you the best of both worlds. We bring the best candidates from all over the world to you, trim your hiring process by up to 40%, and help you build a strong talent pipeline. So, you not only fill the vacant position sooner but with a world-class candidate. If that seems like a fair deal, email us now.