The more I work in technology, the more I see the hiring process evolve—or devolve—depending on which side of the table you’re on. Recently, I’ve had the unique experience of being both a hiring manager and a candidate within a few weeks of each other. This dual perspective has given me a profound understanding of the complexities and frustrations involved. As leaders in the tech industry, we must reflect on the processes we’ve created and ask ourselves: Are we making things needlessly complicated?

When I was seeking a new role, I encountered interview processes that required up to five interviews, each spanning one to three hours. In another instance, the process took an entire business day. Do you need a solution design session, and a coding challenge and a business case? Think about that: a whole day invested in the hopes of landing a role. As hiring managers, we need to consider not only our needs but also the candidate’s experience. Are we making the best use of their time and ours?

Having an overly elaborate hiring process does not guarantee that we’ll avoid occasional bad hires. It doesn’t eliminate the need to manage and guide new hires or to performance manage individuals out when necessary. Simplifying our approach can yield better results and a more positive experience for everyone involved.

My Experience as a Hiring Manager

Thoughtful Planning

Put more thought into what you need for the role. Define the skills and qualities essential for success. This clarity will help you design interview questions and exercises that effectively reveal these attributes in candidates.

Consistent Hiring Panels

Consistency is key. Establishing a consistent hiring panel ensures that candidates are evaluated uniformly. Decide who truly needs a voice in the hiring decision. I’ve been in interviews where I met every department head, leading to a super long day. Streamline the panel to include only those who will directly work with or supervise the new hire.

Probationary Periods

If you’re concerned about making a bad hire, include a probationary period in the offer letter. This approach requires you to be vigilant as a leader, clearly outlining what success looks like and monitoring performance closely during this period.

Conclusion

Simplifying the hiring process can lead to better outcomes for both the company and the candidates. Here are three actionable steps you can take:

1. Define Clear Requirements: Clearly outline the essential skills and attributes for the role. This will help you create focused interview questions and tasks that effectively evaluate these criteria.
2. Streamline the Interview Panel: Limit the interview panel to essential personnel only. This not only saves time but also ensures candidates are evaluated consistently.
3. Implement Probationary Periods: Include a probationary period in your offer letters. Clearly communicate performance expectations and provide regular feedback to help new hires succeed.

By refining our hiring processes, we can create a more efficient, fair, and positive experience for everyone involved. Let’s focus on what truly matters and make the hiring journey as smooth as possible.