When it comes to the software engineer hiring process, it can take a very long time as the difficulty of finding talent is made worse by lengthy hiring and onboarding processes.
This is a pivotal point because recruiting the right people is crucial to the success of organizations. And the changing terrain of the industry has been accelerated by the pandemic.
This is the reason why staff augmentation has become one of the default choices for businesses that are looking to expand their workforce. That’s because staff augmentation is capable of moving at speed, being agile, and driving innovation.
The demand for developers is high and lengthy processes will create candidate pipelines that are going to drop. There is simply so much competition.
Quicker to hire
It is a competitive advantage to have talent that is aligned with client needs and who has been onboarded in the shortest time possible.
The new normal is to integrate automation when it comes to the selection, hiring, onboarding, and measuring the performance of workers. Those that don’t will continue to struggle to attract talent.
The average job is open for over 2 months, which is then extended by interviews, hiring, and onboarding. Cutting that time is going to give organizations an advantage over competitors. Automating these processes promises speed to find and hire talent.
When demand for talent increases, shaving days off the recruitment processes is capable of making all the difference. For a number of key points in the process, automation can improve the candidate experience.
Take, for example, those bottlenecks that frequently happen in the feedback post-interview stage. With automation, feedback processes allow candidates to receive info without the need for added labor inputs.
Talent can be matched when the staff augmentation vendor is able to anticipate client needs. From an engineering perspective, this means that you’re better able to understand the issues that are faced by clients and address them from an experience and skills vantage point rather than HR one.
By continually reviewing the learning of new technologies and new frameworks and developing performance improvement plans, you help candidates expand their skill sets.
It is vital for clients and vendors to track the progress of workers through a platform that provides complete transparency when it comes to these processes. With these platforms, candidates can share information through automation so that stakeholders within a company can access important information.
With the use of collected data across the process, it can make for better candidate matching. As soon as clients log on to a platform, they can begin to comment on candidate profiles before the beginning of the recruitment process.
If you can couple automation with identifying potential bottlenecks you’re going to avoid recruitment and retention issues as you go on your journey to discover talent and quickly onboard them.