New Trends in Tech Hiring Process: Make Right Use of Technology

Technology changes rapidly and the personnel demands it creates require that hiring practices for those in high tech industries change to keep up with the pace.

Fortunately, for HR staff and outside recruiters, technology has also supplied tools to facilitate these changes. The following are a few trends in tech hiring that are here to stay.

Video Interviews

One of the fastest-growing trends in tech hiring is video interviews. A 2012 survey conducted by Office Team showed that 63% of respondents said they used video interviews at some stage of the hiring process. The study also indicated this number will increase. The typical video conferencing tools used are Skype, Citrix GoToMeeting, Adobe Connect, and Google Hangouts. These are all widely used for software-related positions, as the candidates tend to be more tech-savvy. An example, of a typical online interview, is for a hiring manager to write out a partial piece of software code on a whiteboard and ask the candidate to complete the code and explain their methodology.

What does it mean for the candidate?

While this type of video interaction might seem casual and maybe even a bit spontaneous, it is important to take the video interview seriously. Prepare for it as you would any interview. The spotlight will be on your facial expressions, so while you might be able to hide your fidgeting hands, the interviewer will see smirks, eye rolls, and when you have become distracted by something in your field of view. Our advice is to practice with a trusted mentor and make sure your video service is working properly.

Social Media

Firms will continue to use social media to help determine whether a candidate is a good fit for the company. The challenge to the company is accessing a candidate’s web profile without using protected class data (race, gender, etc.) during the hiring process.

What does it mean for the candidate?

Users of social media might want to consider whether their updates are work-friendly before publishing. Reconsider allowing others to post on your Facebook streams or fan page. If your social media history doesn’t represent who you are today, consider deleting old posts or tweets so prospective employers can get a better idea of who you are and how you will fit in with the company. Companies will view your Facebook and LinkedIn profiles to get a sense of who you are. This is especially important for client-facing positions like sales and marketing. For example; it’s not uncommon for a VP/Director of sales to see how many connections you have and how many groups you’re involved with to anticipate your effectiveness.

Online Applications

While it is still possible to find a job the old-fashioned way, more companies now have an online application that allows them to streamline the hiring process and build a database of prospects through an applicant tracking system. This is usually a SaaS service like ADP that enables them to track the flow of candidates through their application process. It also makes sure they are following regulatory compliance measures like EOE documentation.

What does it mean for the candidate?

This is a huge time saver for most job applicants. Instead of driving around to companies and filling out applications and leaving a resume, it is now possible to complete the process online. Most people will apply for more jobs and for jobs that are not in close proximity. The applicant tracking systems also mean the candidate’s resume has a better chance of being seen than if it was stuck in a file drawer somewhere.

Automated Reference Systems

Checking references is one of the more time-consuming stages of the hiring process. There is often difficulty getting in touch with past supervisors, especially if they are no longer with the company and the reference winds up being nothing more than a confirmation that the candidate had at one time been employed with the company. Automated reference systems cut down on the time spent verifying past employment and gather more insightful data about the candidate.

What does it mean for the candidate?

The easier it is for a recruiter or interviewer to check references, the easier it is to get caught fudging past experience. Always make sure you have at least (3) active references with updated contact information. Make sure your contacts are aware you are interviewing and have prepared to answer questions like “would you hire (candidate) again if they were available?”. References should be past managers, coworkers, or vendors that you worked closely with on key projects. Don’t use references from that are your friends from church or your neighbors.