The coronavirus pandemic reshaped the workplace. Fortunately, it arrived just after digital transformation became mainstream. In many regards, businesses and economies did not implode because we were ready to go all-in on digital, and everyone was primed to make the transition gracefully.
There were obvious benefits for workers – eliminating the necessary hours spent commuting meant more time in their personal lives, which made for a healthier frame of mind and inevitably a happier employee.
Source: CompTIA
For employers, this transformation is more complicated. Increased demand for digital experiences depleted the supply of available workers, while remote work opened the candidate pool globally. Companies saved huge capex costs by avoiding rent and utilities, but the costs of hiring talent skyrocketed. Fraud, fallout, and scarcity drove talent costs upward, while longer time-to-fill and team building brought on a new wave of opportunity costs for business.
Hiring managers for technical staff always faced an unusual gauntlet of hiring. Software teams are one of those exceptional areas where you typically hire specialists, and expect candidates to have stronger skills than their supervisors, at least for their area of specialization. Technical skills are just so varied and quickly evolving, managers are bound to face candidates with skills they do not know how to properly assess.
Yet, who would hire a developer without assessing their coding skills? How do you structure an evaluation when you don’t know how to complete it yourself?
And, how do you prepare for fraud in this scenario? How do you know you are hiring the person who actually wrote the code? How do you trust that their skills presented really reflect their capabilities? Did they get help?
Getting fooled by imposters costs time, money, and can be a security risk for your customers or intellectual property. It can also break the confidence of decision makers across your hiring process, paralyzing subsequent hiring.
And it’s no longer the exception, it is the rule. Fraud in hiring is rampant. Approximately one third of all candidates are fraudulent in some way. Ranging from identity fraud to plagiarism to misrepresentation on resumes, hiring managers today need to expect and plan for fraud in their hiring process.
Yet, the need for technical hiring has never been greater. Technology has eaten the world, and created an insatiable appetite for more technologists. It is now common for hiring managers to find themselves in the complicated situation of assessing a candidate's skills without possessing the actual skills themselves. So, how do you structure an evaluation without the ability to complete it, yourself?
Born from the stories and successes of companies winning today’s war for talent, The Definitive Guide to Post-Pandemic Technical Hiring is an essential guide to successfully hiring technical staff today. In this guide, we will show you how to assess if your technical hiring process is out-dated, and detail how to modernize your entire recruitment process. We’ll share the best practice tips, tricks and tools necessary to transform your technical hiring to succeed in today’s post-pandemic, digital landscape.
