In finding the right software engineer candidate, more effort is needed considering that many recruiters still need to understand precisely what criteria are sought from a software engineer. Mistakes in finding candidates will only make the job more complicated and messy. To prevent this from happening, several tools, such as a resume scanner, Applicant Tracking System (ATS), and recruitment software are used to make it easier for the recruiter to screen suitable candidates. However, the automatic search feature still needs to work optimally to get the right candidate for this position. Interviews are still very much needed to assess whether the person fits the company’s needs.
Here are some ways to follow so you can take advantage of the best candidates during the interview.
• Use of Uniform Questions and Scoring for All Applicants
Ask open-ended questions to find out how the candidate masters the given subject. Standard questions will only make it difficult for the interviewer to determine the applicant’s strengths and experience.
• Insert Indirect Questions
Questions like “When hiring software engineers for a position at your organization, what is the most common question you ask?” and ” In what way would you wish to see this organization improve?” can indicate how loyal and stable the candidate is.
• Case Study Method
Give candidates questions related to the situation that occurs in the company. The role-player sessions are beneficial in finding out how the candidate will handle problems in the future. The recruiter can also assess the candidate’s mindset according to their experiences. Don’t worry; this method always stays in style!
• Know What the Candidate Wants
Differences in the wants and needs of each candidate also affect the recruiter’s success in getting the best candidate. Some candidates are satisfied with the salary offered as long as the nominal can meet their basic needs. However, some candidates consider other supporting matters such as benefits and remuneration, schedule, location, stability, growth potential, and work in progress.
• Ask About the Five Primary Soft Skills Required
When searching for the right candidate, it’s important for them to possess primary soft skills such as communication, teamwork, adaptability, critical thinking, and understanding of cultural differences. To determine if someone is a good team player, recruiters can ask questions like “Has your team ever failed to accomplish its goals? If so, what went wrong?” and pay attention to the candidate’s use of “we” or “our” in their answers.
• Observe How the Candidates Respond to Questions
During an interview, the recruiter’s role is to carefully listen to the candidate’s responses and determine if they align with the questions asked. Some candidates may use technical jargon to create an impression of expertise, but this may not accurately address the question at hand.
• Pay Attention to Their Body language
In an interview, certain gestures can convey different meanings. Leaning forward while answering questions indicates interest in the position. Maintaining eye contact demonstrates honesty and trustworthiness. On the other hand, making facial expressions or playing with one’s hair can either indicate confidence or nervousness.
How Shortlyst Helps You Find Your Best Software Engineer?
With Shortlyst, you have access to over 15 smart filters that can help you find candidates with the necessary skill set. Additionally, you can use boolean logic to customize your search and achieve the desired level of flexibility in your search results. It will effortlessly create a list of qualified candidates and add them to your hiring pipeline for future outreach. Also, our integration tools are designed to assist you in obtaining the most up-to-date information from the candidate.
If you’re concerned about selecting the wrong candidate to be interviewed, you can rest easy knowing that Shortlyst and its AI-Powered sourcing tools are available to assist you.
