Fix flaws in your hiring strategy. Discover Proven Improvements with TechAikido.


By TechAikido

Is your screening and interview process efficient?

In the technologically advanced world of today, possessing a solid engineering team isn't just desirable—it's essential. As part of our six-part series designed to optimize your tech department, we’re discussing a fundamental but often overlooked aspect: the hiring process. Specifically, we're posing a critical question: Is your screening and interview process as effective as it could be?

From Recruit to Interviewee: The Internal Evaluation Process

Candidates often secure job interviews based on a recommendation from a recruiter. In turn, companies implement either overly elongated or hasty screening and interview processes. Regrettably, neither extreme guarantees a high-quality hire.

The solution? A balanced approach. As tech leaders, it's crucial that we invest time in designing a comprehensive, efficient process to vet potential candidates. If it sounds like a task that could consume your schedule, don't worry— that's where we come in. Our role as your tech consultancy is to support you in creating and implementing an effective screening process that values quality over speed.

Skilled Interviewer: A Missing Piece of the Puzzle

A common misstep during the hiring process is having highly skilled candidates interviewed by individuals lacking expertise in the field. This can lead to ineffective interviews and send the wrong message to the candidate, making your company seem unprofessional.

The remedy? Ensuring your interviewer is both skilled and knowledgeable. We can assist you in identifying individuals within your organization who can conduct these important interviews. And if the right people aren't yet in your team, we can guide you through the process of acquiring skilled interviewers who can properly screen candidates.

The Vanity Hiring Manager: An Impediment to Progress

In some unfortunate cases, hiring decisions may be influenced more by an individual’s ego than a candidate’s qualifications. When hiring becomes about power dynamics rather than finding the best fit, both the company and its team suffer.

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Eliminating vanity from the hiring equation is crucial. The process should be devoid of personal ego, focusing solely on the technical aptitude and cultural fit of the candidate. This might be a significant shift for some organizations, but we're here to help you navigate that transition, bringing you closer to an ego-free, productivity-focused environment.

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