“The interview was disorganized.”
“It felt like they didn’t understand the role.”
“They kept rescheduling – it wasn’t worth it.”
The truth is, even small missteps in your interview process can push top talent away. Here’s how to structure your interviews to attract, impress, and secure the best candidates in the market.
If your hiring team isn’t aligned on what success looks like in the role, the interview process will fall apart. Before you schedule the first call, make sure you:
If your internal team isn’t deeply technical, consider involving an IT recruiter (like ComputerPeople Staffing) to help define these elements.
High-performing IT professionals want to feel confident that they’ll be challenged, supported, and respected. Structure the process to evaluate both their technical acumen and how they’ll integrate into your team.
A best-practice format might include:
Meet with HR or the hiring manager to assess communication, collaboration, and cultural alignment.
Use realistic scenario-based questions or pair programming (if applicable). Avoid trivia or gotcha questions. These tend to alienate great developers.
Allow the candidate to meet future team members and discuss current projects to build excitement and alignment.
The best candidates often have multiple offers on the table within 7–10 days. If your interview process takes two weeks or longer, you’re going to lose people.
Aim to:
Remember, the interview is a two-way street. The candidate is evaluating you just as much as you’re evaluating them.
Make sure your team is prepared to:
Even well-meaning companies can struggle to attract the right candidates when:
That’s where we come in.
Let’s talk about your current interview process and how we can help improve it.