Contrary to popular belief, there is not a talent crunch in the tech industry. Rather, the real issue lies in how tech companies are sourcing and selecting technical talent. As a new group of graduates enters the workforce, companies should think outside the “normal” recruitment lifecycle box. One of those ways is to recruit outside of traditional campus talent pools.
Another key factor to consider is flexible interviewing. Companies should expand interview availability as full-time and non-traditional students may have classes or prior work commitments that make it challenging to complete the required skills test. As an example, Karat provides 24/7 interviews with Interview Engineers from all over the globe.
Companies should also provide an opportunity for candidates to re-do interviews to ensure quality candidates aren’t accidentally weeded out if they didn’t perform well in the first interview. For example, a candidate may get extremely nervous and run out of time to complete the code test. If candidates have another opportunity, it will allow them to take a step back and evaluate what problems or questions they may need to allocate more time to complete, which can improve their chances of securing the job.
By leveraging these tips, companies can increase their pipeline of highly qualified candidates. Not only will they have access to a greater number of highly qualified candidates but improve access to the tech industry for more diverse candidates (gender, race, neuro, etc.) as well.
Portia Kibble-Smith is an executive recruiter and diversity & inclusion lead for Karat, a company that conducts live technical interviews for the world’s foremost tech-driven organizations using enterprise-grade interviewing technology and a global network of experienced Interview Engineers, aiming to unlock opportunities for developers and tech-driven organizations by making every interview predictive, fair and enjoyable.
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