Although it’s a lot more common to see content surrounding how to prepare or thrive in a career, it’s important to remember that the process is a two-way street. You, as a hiring manager, are being evaluated just as much by your prospect as a spokesperson for the role and the company. Therefore, we have compiled a list of seven common things that tend to turn off software engineers during the interview process and into their contracts.

1. Having technical interviews with non-technical people (pretending to be well versed)

Candidates see right through it when interviewers can’t follow the technical talk and might immediately dismiss the job because of it. Truthfully, it’s best to avoid this simply because it’s not a reliable filter to distinguish between competent candidates. If you must have non-technical recruiters hire technical roles, ensure they are equipped with the tools they need to succeed, like a list of preferred languages or required skills.

Similarly, overly academic questions can turn off senior candidates who are focusing on the role at hand.

2. Long Interview processes

Try to shorten your process as much as possible without compromising the quality of candidates. Contractors value quick decisions. If you tell anyone that there will be more than two interviews, with the follow-up lasting 2-3 hours, they will not be thrilled. That kind of lengthy process not only affects other potential opportunities for them, but also involves a lot of time and commitment from them. No one wants to feel like they have a job when it is not guaranteed. Sometimes consolidating interviews is the best option. Regardless of the number of steps you choose, communicate the process to your candidate for full transparency.

3. Inadequate code assesments

There are multiple software engineering roles and thus multiple methods of code testing for each candidate. Some of the most distinguishable differences to keep in mind include:

  • DevOps developers work with software engineers, system operators (SysOps), and other production IT staff to oversee code releases.
  • Frontend developers architect and develop user-facing code for websites and applications using three main languages: HTML, CSS, and JavaScript.
  • Backend developers build and maintain the technology like the server and database that powers the user-facing side of the website.
  • Full stack web developers handle everything from user interface to backend systems.
  • Mobile developers specialize in writing software for mobile devices like iPhone and Android.

The takeaway here is that a “one size fits all” approach doesn’t work. Choose a code assessment that’s specific for the role.

Similarly, it’s wise to adjust the hard skill assessments to the level of the role you’re hiring for. Don’t send a basic level code assessment to a senior candidate. Just like anyone who has tons of experience, they want to have the opportunity to show off their skills but still be challenged.

4. Tedious work and outdated tech

Similar to the level of skill assessment, a prominent selling point for software engineers is working on new or exciting tech projects. Boredom and stagnation are often insidious foes for software engineers. If these projects go stale, the possibility of burnout among engineers can skyrocket. People who are intellectually curious and crave new challenges can quickly lose their enthusiasm in a position and seek other options. Worst-case scenario, they would break they’re contract before the end of the term to move on.

5. Lack of growth opportunities

No one wants a dead-end job, even if it involves doing something they like. Engineers have abundant options and can be picky. Having an ambiguous or inconsistent job level structure will result in engineers hesitating to progress within your company when they can go somewhere else with a better work/life balance and guaranteed options for growth. Create clear, specific levels and job titles with defined scope and responsibilities with a coherent path on how to progress, leading to more clarity and commitment.

6. Little or no recognition

It’s hard to be excited about a job that makes you feel like a replaceable part. Money is a great motivator for software engineers, but it’s not the only one. People don’t like being taken for granted or feeling like their hard work goes unnoticed. Given the high turnover in the industry, shiny new hires can frequently become the focus of attention, leaving more tenured engineers to toil in obscurity.

Engineers who feel valued, and receive positive reinforcement, accolades, or acknowledgment for their efforts and accomplishments will inherently feel much more satisfied in their roles. That satisfaction will not only make them more likely to stick around, but it will also likely increase performance and productivity as well.

7. Placing your team on a pedestal

While it’s good to be confident and have pride in your team, it can come off as arrogant if overdone. Avoid planting a seed in a new engineer’s head that they aren’t good enough to be on your engineering team. Rather, look for ways to ensure their position as an equal. Placing people on a pedestal will only create an inferior/superior relationship dynamic— causing a major setback for collaboration.

TeamUP sets you up for success

The technical hiring process should be streamlined but informative. Communicate with the candidate each step of the way, starting with the screening interview and ending with follow-ups after every step. TeamUp can help shorten the interview process by providing expert talent your way, ensuring quicker ramp-up and ramp-down times.

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