5 Top Tech Hiring Trends You Need to Keep an Eye on in 2022

5 Top Tech Hiring Trends You Need to Keep an Eye on in 2022

Learn more

Arrow

Next page

Arrow

1. Bringing the Software Engineering Manager to the top of the funnel

Technical hiring teams need to keep as many software engineering candidates in the funnel as possible. To do that, many are bringing their hiring managers in early in the process.  This may seem counterintuitive, given the high cost of these leaders’ time. However, companies are finding that the cost of losing a great candidate 

White Scribbled Underline

Next page

Arrow

1. Bringing the Software Engineering Manager to the top of the funnel

is greater than 30 to 60 minutes of a software engineering manager’s time.  Why might this be? According to LinkedIn, there are 468,000 open software engineering jobs in the United States at the time of this writing. In a country that only graduates about 50,000 Computer Science students each year, there is a heavy burden on teams to attract 

White Scribbled Underline

Next page

Arrow

1. Bringing the Software Engineering Manager to the top of the funnel

experienced software engineers and ease the process for new graduates and interns.

White Scribbled Underline

Next page

Arrow

2. Improving onsite to offer ratio by optimizing the candidate experience

Strong candidate experience used to be considered nice to have. And if it was considered at all, it was limited to the user experience of the technical assessment platform and its IDE (Interactive Development Environment).  Today, Talent Acquisition and Software Engineering leaders are considering all of the steps in the hiring process to be part 

White Scribbled Underline

Next page

Arrow

2. Improving onsite to offer ratio by optimizing the candidate experience

of the candidate experience. In fact, some Talent Acquisition leaders in finance and banking report that one week is the absolute maximum time that a candidate should be in the hiring process from recruiter screen to hire—any longer, and the onsite to offer ratio begins to decrease dramatically.  As a result, finding inefficiencies and optimizing 

White Scribbled Underline

Next page

Arrow

2. Improving onsite to offer ratio by optimizing the candidate experience

for efficiencies in the hiring funnel is a high priority.

White Scribbled Underline

Next page

Arrow

3. Forming interviewing teams and tracking their performance

Hiring teams are dedicating software engineering team time to interviewing and tracking their performance using candidate feedback.  Meanwhile, interviewing teams are being dedicated to specific interview types and competencies. For example, soft skills, coding skills, and technology knowledge. The teams are supported with 

White Scribbled Underline

Next page

Arrow

3. Forming interviewing teams and tracking their performance

appropriate interviewing platforms, that include whiteboards and preconfigured questions to ensure interview consistency.  Following the interview, candidates may be invited to fill out an NPS-style survey about the interviewer. Of course, the ease of the experience on the interviewer will have a great impact on their overall performance.

White Scribbled Underline

Next page

Arrow

4. Connecting the technical assessment and technical interview based on competency

If your software engineering team conducting interviews is struggling to find questions to use with candidates or using the same ones they have been using for years, it may be time to connect the technical assessment and technical interview based on key competencies for the role.  It all starts with a clear, realistic job description that accurately 

White Scribbled Underline

Next page

Arrow

4. Connecting the technical assessment and technical interview based on competency

represents your hiring bar. Companies are designing full assessment and interviewing processes using pre-configured questions developed for specific competencies and skills.  For example, USAA has brought these technical skills and behavioral competencies into its job descriptions. This can eliminate confusion about what 

White Scribbled Underline

Next page

Arrow

4. Connecting the technical assessment and technical interview based on competency

to assess for and help select the appropriate technical assessments and technical interview questions from your question bank.

White Scribbled Underline

Next page

Arrow

5. The quality of code is more important than coding languages or absolute correctness

Historically, the quality of code has been nice to have or required, in addition to the use of a specific coding language and the absolute correctness of the solution. This is going by the wayside.  Software engineering leaders are beginning to emphasize the quality of code and its logical correctness over the ability to produce an exact replica of 

White Scribbled Underline

Next page

Arrow

5. The quality of code is more important than coding languages or absolute correctness

a desired piece of code. Code quality is like user-friendliness for the tech stack and fellow developers on a team.

White Scribbled Underline

More

Read

10 New Job Fields for Women in 2022

10 Steps to a Resume That Will Get You Hired

10 Important Career Tips for Women

See More