4 Common Pitfalls to Avoid when Recruiting Developers

1. Relying on the most common method of recruitment

Recruiting top developers through job advertisement can be a challenge, as only 4.7% of them are actively seeking new career opportunities. This can lead to hiring less qualified candidates or incurring high costs by hiring external consultants. 

Instead of relying on this traditional and expensive method, take a proactive approach by actively seeking out the right candidates. Nearly 70% of developers are open to new opportunities, so by taking the initiative you can find and reach out to skilled programmers who may not be aware of the opportunities available to them.

2. Screening before you recruit

It's easy to assume that there are plenty of job seekers in the tech industry when browsing job listings on LinkedIn, but this is not the case for the IT industry. 

When posting a job listing, it's important to not screen potential candidates before they apply. Having a long list of requirements for both skills and personality may cause you to miss out on talented individuals who may not fit the exact mold.

Instead of excluding potential candidates based on a strict set of qualifications, aim to register all those interested in the company and role. If the number of unqualified applicants is overwhelming, consider upgrading your screening tools to more effectively identify the most suitable candidates. A recruitment tool will in most cases enable you to create and save templates for efficient responses to candidates who do not meet the required qualifications, as well.​

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3. Application paywalls

Are you aware of the potential talent you could be missing out on by using an extensive HR system to register resumes and solicit cover letters? By requiring candidates to go through such a process, you risk losing interest from highly qualified individuals. 

An elaborate online application process can act as a deterrent for potential candidates, similar to a "paywall" in e-commerce. You may have successfully piqued their interest in the job or product, but if the process to complete the application or purchase becomes too difficult, they may lose interest. While you may be able to track the number of candidates who are deterred by the application process, it's likely that some highly qualified individuals may be lost without you ever realizing it.

To prevent this, consider clearly outlining your minimum qualifications for a position and streamlining the application process. For example, would you be open to having a virtual meeting with any candidate with over a year of experience with React? By being mindful of these details, you can ensure that you don't miss out on valuable talent in the future.

4. Occasional recruitment

Are you satisfied with simply recruiting the best candidates that are currently available, or do you strive to attract the top talent in the field? Your chances of finding the latter are significantly decreased if you limit your recruitment efforts to a few months out of the year.

Effective IT recruiters continuously build a candidate pool throughout the year, conduct interviews even when they don't have an immediate opening, and recognize that losing a talented candidate can be more costly than bringing them on board ahead of schedule.

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Let's recap:

1. Proactively seek out top candidates instead of relying on traditional recruitment methods.
2. Avoid screening potential candidates before they apply, register all those interested in the company and role.
3. Streamline online application process to avoid deterring potential candidates.
4. Continuously build candidate pool and conduct interviews even when not hiring to attract top talent in the field.

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