The IT selection process can be a headache for everyone involved, from the company to the developer. And if it’s not closed properly, it can tarnish reputations. Alejandro Mariana Muñoz tells us how to efficiently close the process.
Alejandro Mariana is a Tech Talent Acquisition Specialist, currently at Cabify, and building his personal brand on LinkedIn. He has been managing technical selection processes for about 3 years, both in agencies and in a large technology company. In addition to being passionate about technology, he is also passionate about strength training, which allows him to have a persevering attitude and a long-term vision in what he sets out to do.
We’ve all experienced that moment when we’re in a selection process for a position that excites us. You’ve invested hours in preparing and undergoing a series of interviews and even technical tests, and now all that’s left is waiting for the final decision.
“When will they tell me something?” “Will they meet my salary expectations?” “How will they notify me if I’m rejected or accepted?“
That’s why the proper closure of a selection process is as important as all the previous phases and interviews.
The Candidate Experience (how people participating in selection processes feel during the process) is essential in today’s market, especially in the technological field.
We have prepared a report on the friction between techies and recruiters in the technical test
In this article, I focus on some of the actions to avoid during the final selection process to not lose the interest of tech candidates, as well as best practices for communicating the final decision, whether it’s positive or negative.
Candidate Experience (how people participating in selection processes feel during the process)
What NOT to do during the process, or the tech candidate will lose interest:
- Insufficient or late communication: If we don’t keep candidates informed during the process, their engagement with the project may decrease, and they may focus on other opportunities.
- Lack of transparency: It’s important to provide as much information as possible and keep the person informed about the next steps and deadlines. This way, they will know what comes next and will be at ease throughout the process.
- Excessive tests and interviews: While each company has a validated selection process model, it’s important to emphasize the importance of flexibility in this aspect. If you can assess a person in less time, you’ll have a competitive advantage in acquiring that talent.
- Lack of feedback: One of the most common and widespread mistakes is the absence of feedback. Every person who participates in a process invests time and enthusiasm in it, so it’s essential to provide them with information about the result of the process, whether it’s negative or positive.
Some additional points of friction may include a lack of clarity regarding the start date (it’s important to document it and reach a consensus with both the candidate and their future manager) or the negotiation of the offer (salary and each person’s self-perception are always delicate topics and should be handled with the utmost respect, always aiming for a proposal that satisfies both parties).
Regarding the final communication of the selection process:
Before giving some advice on the message, the time that should elapse from the candidate’s last test until the decision is communicated should not exceed two days. This is sufficient time to make a consensus decision among the people who have participated in the process and allows us to be agile in such a competitive market.
In the case of rejection, communication should be personalized, either through a call or email. Regardless of the format, it’s important to show respect and empathy toward the other person and provide them with information that allows them to understand what went wrong this time (in case they want to improve this aspect for the future).
Onboarding the tech candidate
If the candidate is selected, communication should also be personalized and preferably done by phone or email. In my opinion, it’s best to make a call to clarify the offer further and gauge the person’s feelings about the position, and then send an email with the information for them to calmly consider the decision.
You could even start sending information about the company’s culture or what they will be doing on their first day. Additionally, connections with their future team can be established to build relationships and avoid the “silence” between accepting the offer and the start date.
At Cabify, we always strive to be as agile as possible, and once we’ve made a decision about a candidate, we call them on the same day to inform them. Subsequently, we send the offer right after the call and provide a waiting period for the person to contemplate the decision.
Thank you for reading. Until next time!
Leave a Reply