{"id":34714,"date":"2023-06-15T02:19:09","date_gmt":"2023-06-15T09:19:09","guid":{"rendered":"https:\/\/coderpad.io\/?p=34714"},"modified":"2024-09-25T09:25:40","modified_gmt":"2024-09-25T16:25:40","slug":"how-talent-acquisition-can-empower-engineering-hiring-managers-to-be-better-interviewers","status":"publish","type":"post","link":"https:\/\/coderpad.io\/blog\/hiring-developers\/how-talent-acquisition-can-empower-engineering-hiring-managers-to-be-better-interviewers\/","title":{"rendered":"How Talent Acquisition Can Empower Engineering Hiring Managers to Be Better Interviewers"},"content":{"rendered":"\n

We understand how infuriating it can be, when working in Talent Acquisition, to source and screen developer candidates<\/a> only to see them drop off at the interview stage. Although you\u2019re probably not the one conducting technical interviews, there are <\/em>things you can do to try and engage and empower your hiring managers. <\/p>\n\n\n\n

Leverage quantitative and qualitative data<\/strong><\/h2>\n\n\n\n

How can you highlight the importance of interviews? A smart approach is to leverage quantitative and qualitative data. <\/p>\n\n\n\n

Dive into your analytics and take a look at each interviewer’s statistics. Where are you losing candidates? Which candidates are dropping out? Are there any trends? Is there an interviewer with particularly bad results? Present those numbers to the team and suggest areas for improvement. <\/p>\n\n\n\n

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\u201cYou need to know their interview stats […] You need to dissect the whole process, before you can even hop in on a call with this hiring manager […] This is your time, but data rules all worlds. You can say: \u2018Oh I think this, I think that, I\u2019ve seen this trend\u2026\u2019 No! Here\u2019s the data right in front of you. Share screen, be prepared, show them!\u201d<\/p>\n– Brianna Rooney<\/strong>, The Millionaire Recruiter<\/cite><\/blockquote>\n\n\n\n

In addition, grab any opportunity you can to gather qualitative feedback from candidates\u2014whether that\u2019s direct feedback (a company survey or a phone call) or indirect feedback (on social media or review sites such as Glassdoor). <\/p>\n\n\n\n

Identify recurring issues (or praise!) and support engineering managers in making relevant adjustments.<\/p>\n\n\n\n

Give actionable advice<\/strong><\/h2>\n\n\n\n

Sure, provide theoretical advice and training (legal training, for example, is rather necessary\u2014make sure your interviewers know what questions they can and cannot ask).<\/p>\n\n\n\n

But make sure you provide actionable feedback too. Can you sit in on interviews, or watch replays? Can you pinpoint areas for improvement and provide real-life examples? <\/p>\n\n\n\n

Try and get creative in the way you provide support: how about a checklist, a Loom walkthrough of best practices, a role-play exercise? If you\u2019re getting pushback, ask your hiring managers what they feel would be most helpful.<\/p>\n\n\n\n

Note:<\/strong> remember to brief interviewers on how to react if candidates ask non-technical questions. Discuss how interviewers might talk about company culture, team values, internal processes or compensation. Invite them to transfer relevant questions to you.<\/p>\n\n\n\n

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\ud83d\udd16 Related read: <\/strong>How to document interview feedback for your hiring team<\/a><\/p>\n<\/blockquote>\n\n\n\n

Identify advocates<\/strong><\/h2>\n\n\n\n

Okay, so not all hiring managers are passionate about recruitment and candidate experience<\/a>\u2014but some are!<\/p>\n\n\n\n

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\u201cWhoever is responsible for filling a role on the recruiting side and the hiring manager are really partners in a sale. The hardest part of landing really great candidates is being really great at the pitch for the company and the team. I really don’t think that’s talked about enough. Candidate experience is something I feel very strongly about. Yes, you need to assess skills and assess fit, but you also really need to actively sell the experience in the company. I want to put that in bold and put that into everybody’s head.\u201d<\/p>\n– Nathan Sutter<\/strong>, Global VP of Engineering at CoderPad<\/cite><\/blockquote>\n\n\n\n

Identify those great interviewers. Work with them to find new ways to elevate the whole team\u2019s interviewing skills. Your hiring managers are likely to pay attention to their peers. <\/p>\n\n\n\n

Align on shared goals<\/strong><\/h2>\n\n\n\n
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\ud83d\udd16 Related watch:<\/strong> [WEBINAR] The Secrets to Aligning Talent Acquisition & Engineering Teams<\/a><\/p>\n<\/blockquote>\n\n\n\n

We\u2019ve said it before and we\u2019ll say it again: TA and hiring managers have the same end-game. Your goal isn\u2019t to criticize or nitpick. Your goal is to hire the best developer for the job. <\/p>\n\n\n\n

Remind your engineering counterparts of this. Reassure them that you have done your research, that you understand what\u2019s at stake, and that you\u2019re committed to doing the best job possible. In turn, you expect them to do their best too!<\/p>\n\n\n\n

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\u201cI try to make sure that there\u2019s buy-in on both sides. [An understanding] that recruiting is going to help the business, and we\u2019re not just annoying people who are asking for tons of time, we are really thinking through this thoughtfully, because we\u2019ve invested time into learning what you do day to day. Knowing that there\u2019s a commitment on both sides is really helpful.\u201d<\/p>\n\u2013 Sara Ali<\/strong>, Engineering Recruiting at Hightouch<\/cite><\/blockquote>\n\n\n\n

Set candidates up for success <\/strong><\/h2>\n\n\n\n

Hiring managers aren\u2019t the only ones you can set up for success in interviewing. It\u2019s also your job to support candidates. <\/p>\n\n\n\n

Help candidates prepare for their interview by providing useful information:<\/p>\n\n\n\n