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      in Employer

      How Many Candidates Should You Interview for a Job? Hiring Best Practices

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      A lot of hiring managers want to know, “How many candidates should you interview for a job?” It’s a common conundrum faced by many decision-makers during the recruitment process. In the challenging and ever-evolving world of business, one of the most important decisions a hiring manager, recruiter, startup founder, or CEO will make is who to bring on board their team. As the backbone of every organization, a quality workforce can shape the success or downfall of a company. With such high stakes involved, it’s crucial to be equipped with an optimal strategy when conducting interviews.

      While there is no universal answer, this blog post will explore some key factors to consider when determining the number of candidates to interview for a specific role.

      6 Things to Consider When Determining How Many Candidates to Interview for a Job

      1. The Complexity of the Job or Role

      The complexity of the job position plays a significant role in determining the number of candidates you should interview. For roles that require advanced skills or specific experience, you might need to interview more candidates to find the ideal match. On the contrary, for positions with less complex requirements, a smaller pool might suffice. Evaluating the complexity of the role will aid in approximating the breadth of your interview pool.

      2. Candidate Availability

      An equally significant consideration is the availability of qualified candidates. If you are in a field or location with a limited number of qualified candidates, you may need to cast a wider net and interview more individuals. Conversely, in areas with a high concentration of professionals in your required field, you might have a larger pool of qualified applicants, allowing you to be more selective.

      Hired has a career marketplace pool of high-quality, high-intent candidates for tech and sales roles. Get a live demo and see how it changes your hiring process for the better.

      3. The Interview-to-Hire Ratio

      Another useful method to estimate the number of candidates to interview is the ‘Interview-to-Hire Ratio.’ This ratio represents the number of candidates you need to interview before making a hire. According to research, this ratio can range from 4:1 to 20:1 depending on the industry and the role complexity. Thus, the ratio can help you figure out the potential number of interviews to conduct.

      4. Quality over Quantity

      While the number of interviews you conduct is crucial, it’s equally important to stress the quality of candidates over the quantity. Interviewing too many candidates can be overwhelming and time-consuming, and may not necessarily yield better results. Moreover, it can be detrimental to your employer brand if candidates feel they are merely a number in a long line of interviews. Therefore, it’s essential to maintain a balanced approach and ensure each candidate receives the attention they deserve during the interview process.

      5. The ‘Rule of Three’

      A good rule of thumb to follow is the ‘Rule of Three,’ which suggests interviewing at least three candidates for every job opening. This allows you to compare and contrast candidates effectively, ensuring a fair hiring process. However, remember that the ‘Rule of Three’ is a guideline, not a strict policy. It should be adjusted according to the role, industry, and the quality of the candidates applying.

      Too many inbound candidates, but not enough qualified ones? Learn how to manage and even prevent this recruiting challenge.

      6. Adaptability is Key

      Lastly, remember that flexibility and adaptability are essential in the hiring process. If you haven’t found the right candidate after interviewing a significant number, it might be a signal to revisit the job description, requirements, or your recruitment strategies. A successful recruitment process should be fluid and responsive to the market conditions, candidate availability, and company needs.

      Insights from Talent Leader Trent Krupp

      When asked, ‘how many candidates should you interview for a job,’ Trent says

      “Short answer: As many as it takes. Long answer: Typically you should expect to talk to 7-10 candidates, make 2 formal offers, and receive one acceptance. Having a recruiting culture that’s focused on speed and efficiency makes a massive impact on your success.

      If you’re able to go from meeting someone to presenting them with a firm offer within 7 business days, you’re going to be better than 90% of companies out there. [MAANG companies] may be able to pay higher salaries than you, but they can’t possibly compete against a 7-day end-to-end hiring cycle.

      Being slow & indecisive, creating artificial scarcity (rejecting someone because they don’t have experience with THE particular JavaScript framework that you happen to use), or trying to hire people for significantly below market rates are all enemies of success.

      In my personal opinion, the first one or two engineers you hire should probably be the most experienced you can find. They will be making critical architectural decisions likely to be incredibly complex and expensive to unravel in the future. You need to get it right, and being penny-wise and pound-foolish does not make sense.

      Finally, these guidelines are for typical individual contributor positions. VP or Director-level hires, or positions requiring very specialized knowledge will be different.”

      Let Hired Help You Cut Down on How Many Candidates You Need to Interview for a Job

      In conclusion, there is no one-size-fits-all answer to the question of how many candidates you should interview for a job. It’s a decision that requires a clear understanding of the role, the job market, your company’s needs, and the potential talent pool. Always remember that each interview is an investment in your company’s future, so take the time to make strategic and informed decisions. Happy hiring!

      Learn more about how Hired helps employers of all sizes find the right talent, right away! More

    • 150 Shares169 Views

      in Talent Acquisition

      Want to Ace Your Technical Interview? A Guide to Prepare Software Engineers

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      Whether you’re early in your career or a seasoned full stack, back-end, or front-end engineer, technical interviews may be stressful if you feel unprepared. While the most important piece of these interviews is, of course, your technical skills, we have some strategies to help you put your best foot forward. 

      After all, going in with confidence and preparation is the best way to ease those nerves and let your skills shine through. So, what is it you’re getting yourself into? 

      Technical interviews put a (fun?) spin on the typical job search process. In many ways, they let you, as an engineer, do what you do best! Take them as your opportunity to “walk the walk” instead of just “talk the talk.” 

      We’ve collaborated with our partner Educative to bring you tips to level up your technical interview game.

      What this Technical Interview Guide for Full Stack, Front-end, and Back-end Engineers Covers

      1. How to prepare for technical interviews

      Technical interviews take many forms and are known by various names. We break them down. We also give you a multi-week plan to give you plenty of time to work through examples and study up using suggested resources.  

      2. What employers look for in technical interviews 

      We review some of the major concepts and skills interviewers assess specifically for front-end developers, back-end developers, and full stack developers.

      3. Common technical interview mistakes to avoid 

      After spending time reviewing what you should do, we warn you on what to avoid. Find the top three technical interview no-nos in this chapter. 

      4. Helpful resources 

      By this time, you’re well on your way to nailing your next technical interview. Use our compilation of links to more resources to continue studying with a narrower focus.

      5. After the interview

      In this section, we coach you through this post-interview phase, including how to use it to your advantage and other best practices. 

      Ready to download your comprehensive Technical Interview Guide? Here you go! More

    • 175 Shares169 Views

      in Talent Acquisition

      What is Workplace Ageism? (+ 5 Ways to Combat Ageism in the Job Search)

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      In recent years, organizations across all industries have made strides when it comes to building diverse and inclusive teams. In fact, companies are increasingly hiring and promoting employees from historically underrepresented groups, and they’re also extending offers to more and more women, who now make up the bulk of the US workforce. But despite this progress, there’s still a lot more work to be done, as outlined in Hired’s 2022 Wage Inequality Report. 

      While organizations might have improved the gender and ethnic diversity of their teams, many are still discriminating in other regards, such as against employees who are further on in their careers. This form of discrimination called ageism.

      Related: What is DEI? How Does it Improve the Sales & Tech Job Search Process? 

      What is ageism?

      Simply put, ageism is a prejudice causing organizations to overlook qualified older candidates and hire younger workers instead. 

      According to the AARP, ageism is pervasive in America. They found nearly 25% of workers 45 and older have been the subject of disparaging comments due to their age. What’s more, roughly 60% of older workers have seen or experienced ageism in the workplace. Ageism is perhaps most prevalent in the tech sector, where the average worker is 38 years old (compared to 43 years for non-tech workers).

      Add it all up and it comes as no surprise the same AARP survey found 76% of older workers agree ageism is a major obstacle standing in between them and a new job. 

      Youngism: The Reverse Ageism 

      This facet of ageism, now increasingly studied, focuses on bias against younger individuals. You might imagine someone muttering, “kids these days” or rolling their eyes as they groan, “millennials.” 

      Although positive words like “intelligent” and “tech savvy” surfaced, one study found common negative responses in descriptions of younger generations included “entitled,” “coddled,” and “disrespectful.” 

      In the same way ageism can hold back older adults from opportunities, youngism does the same to younger individuals. 

      What causes ageism?

      Ageism is a bias that makes businesses see older employees as liabilities more than assets. 

      In an age of technological innovation, companies may think older employees might not be technically proficient enough to work productively. At the same time, older individuals are thought to be stuck in their ways, making it harder for them to embrace change or try something new.

      In some instances, ageism might be linked to the fact that older employees tend to earn more than their younger colleagues due to their deeper professional experience. Cash-conscious companies might opt to extend offers for candidates just out of college who are happy to work for less.

      While the deck may be stacked against older workers to some extent — all hope is not lost. With the right approach, older professionals can overcome the bias of ageism in the job search, ending up with meaningful employment on the other side.

      With all this in mind, let’s take a look at some of the tactics you can employ to navigate your job search in your later years.

      How you can combat ageism and be confident in your job search

      First things first: Update your resume so it fits on one page and is reframed to reflect your current goals. After you’ve done that, it’s time to start looking for work.

      Related: How to Handle an Employment Gap on Your Resume (Flip the Script!) 

      As you begin your job search, here are five tips to keep in mind tohelp you overcome the challenges associated with ageism — and move forward to the next chapter of your career with a positive mindset.

      1. Demonstrate your enthusiasm

      At the end of the day, companies are looking to hire energetic, passionate individuals. Perhaps you worked for 25 years in corporate America and have all the requisite skills and experience. Still, if you come across as apathetic or as if you’re just going through the motions, hiring managers may hesitate to gamble on your candidacy. 

      Instead of reciting your experience, lead with your passion and excitement for the company and role.

      We also encourage you to market any mentoring skills. Your experience may be more valuable to other team members than you realize! Frame your experience as an advantage in this way and an opportunity to share your wealth of knowledge.

      2. Develop new skills

      Commit yourself to continuous learning and always try to develop new skills and learn new things. One easy way to do this is to complete certifications through popular business platforms like General Assembly, Exponent, Educative, and AWS. 

      3. Be curious and teachable

      Succeeding in today’s ultra-collaborative business landscape requires being a team player and a willingness to be flexible. By demonstrating your curiosity and teachability throughout the interview process, you can prove you have the right mindset to become a critical contributor to the team.

      Two ways to show your willingness to learn and ability to quickly acquire new skills are:

      Taking up interesting hobbies (e.g., learning how to write code) 

      Taking on volunteer opportunities (e.g., mentoring at-risk youth)

      4. Lead your interviews

      Acing an interview isn’t just about giving good answers to each question. It’s about forming a personal relationship and connection with the person on the other side of the table (or the Zoom call).

      By connecting with your interviewer on a deeper level and bringing a positive, pleasant attitude to the session, you can make a great first impression. This can carry you to the finish line and lead to a job offer!

      Related: Video Interviews 101: How to Impress in the Digital Age

      5. Arm yourself with data

      When you’re older, be cognizant of how your interviewer might perceive your age as a disadvantage. So, be prepared to defuse those objections right out of the gate.

      Related: 7 Interview Questions You Never Have to Answer (& How You Should Respond) 

      One way is to proactively bring data to the table. For example, research suggests workers continue building knowledge and expertise well into their 80s — traits correlated with job performance. Furthermore, data suggests the average successful startup founder is 45 years old. 

      It’s also important to make sure you have a good understanding of what a fair salary is for your experience and role. Make sure you leverage tools like Hired’s Salary Calculator to understand your value before the interview.

      Related: What Does Your Tech Salary Look Like? A Review of Salary Trends 

      The more nuggets of information like this you have, the more confident you will be when you finally sit down at the table.

      Ready to land your next job?

      With the right mindset and a determination to land a new job, it’s possible to overcome the challenges associated with ageism and start the next phase of your career. Keeping these tips in mind as you begin your next job search. Good luck!

      Continue reading our Ally Series: More

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      in Employer

      First 3 Questions to Ask Tech Talent (& What to Listen For)

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      About this Infographic

      Make the most of technical phone screens by starting off strong with these 3 initial questions. Equally important to knowing what to ask is knowing what to listen for in answers (we share that too!). Use this infographic to make phone screens productive for both yourself and candidates. More

    • 163 Shares199 Views

      in Employer

      Navigating Layoffs, Leveraging Strengths, & More: Talk Talent to Me January ’23 Recap

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      Catch up on the January 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      Layoffs and the importance of networking with Jason Walker & Rey Ramirez, Co-Founders of Thrive HR Consulting 

      Individuals’ greatest strengths with Dr. Scott Whiteford, Director of Leadership Analytics at Talent Plus 

      The value of talent acquisition with Rahul Yodh, VP of TA at New Western

      1. Jason Walker & Rey Ramirez, Co-Founders of Thrive HR Consulting 

      Given the current economic climate, employers and employees around the world are becoming better acquainted with the reality of layoffs each day. Guests discuss the ins and outs of layoffs, including the factors affecting them, the typical process, who’s most at risk, and how to mitigate that risk. They also provide insight into the current hiring (and firing) landscape and the push and pull of navigating remote work post-pandemic. 

      Related: How to Improve Job Security During an Economic Downturn: Career Advice for Recruiters

      “You’ve got to treat employees respectfully because the same people you’re laying off today are the ones you’re going to be trying to re-recruit in nine months.”

      Listen to the full episode.

      2. Dr. Scott Whiteford, Director of Leadership Analytics at Talent Plus 

      Dr. Whiteford delves into what it means to focus on strengths over weaknesses, the importance of self-reflection, and how to become increasingly specialized throughout your career. He also shares advice for young people on how to discover their strengths, the importance of looking at the whole person when you want to hire successfully, and how to form a constructive partnership with a hiring manager.

      “Understand what parts of your job you like, what parts you don’t like, where you’re good, where you’re not so good. The better prepared you are to have that conversation with your leader, the more likely you’re going to see a strong outcome.” 

      Listen to the full episode.

      3. Rahul Yodh, VP of TA at New Western

      Without a specific revenue amount associated with it, talent acquisition is often viewed as a cost center. However, Rahul explains there is a direct positive revenue impact to each hire a business makes and how important it is for TA leaders to make others aware of this. He also shares advice on how to change the way talent acquisition is viewed in organizations, his philosophy on interviews, and the importance of building cross-departmental relationships.

      “As a TA leader, you’ve got to think like a revenue org leader, like a COO, like a chief marketing officer, chief sales officer. You’ve got to really sharpen your business IQ and be able to demonstrate quantifiable terms that your team is providing.”

      Listen to the full episode.

      Want more insights into recruiting tips and trends?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More

    • 125 Shares129 Views

      in Talent Acquisition

      FAQs from Jobseekers: Approaching the Technical Interview with Confidence (VIDEO)

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      Technical interviewing takes skill and is actually a skill in itself. In this AMA-style discussion (now on-demand!), experts helped jobseekers problem-solve their way to nailing their next technical interview. Keep reading for candid and actionable advice from the experts.

      You’ll hear from:

      Sophia Koehl, Partnerships, Hired

      Omkar Deshpande, Head of Technical Curriculum, Interview Kickstart

      Nate Becker, Candidate Experience, Hired

      Read the beginning of the conversation here and scroll down to access the full webinar. 

      What are the fundamentals of a technical interview? 

      Nate

      I think it’s important to note this is a multi step process. It’s not a one and done situation. I would read and reread the job description, do some research on the company, and review the fundamentals of your own technical specializations. For the more personal side, practice talking about your professional background. I recommend Interview Kickstart’s Technical Interview Checklist. 

      Consider the stages of the interview ahead of time. First, you have a phone screen, a sort of a “tell me about yourself and why are you applying.” Then, there’s usually a take-home assessment, which is preliminary and usually done through a test coding platform or a shared doc. From there, you’d have an on-site or in-person evaluation where your programming skills are assessed in real time by an interviewer. 

      If you are on the Hired platform, you could take advantage of assessments to showcase your skills to employers. A lot of the companies on our platform prioritize candidates who have taken these Hired assessments. Keep in mind that this doesn’t replace a coding interview and is more of a preliminary screen. 

      Omkar

      In an ideal coding interview, you are given a problem, or an unseen question. The interviewer wants to see whether you can design an algorithm or a recipe that correctly solves the given question by relying on fundamental computer science principles and problem solving strategies. Your solution also needs to run fast, take the least possible time, and use very little space.

      Once you have designed a correct and efficient algorithm, you have to implement it in the programming language of your choice with a high probability that the code would run correctly the first time you execute it. They’re testing your problem solving ability and your coding fluency. Both of these depend on knowledge of computer science fundamentals. That’s how I look at the structure of a coding interview. 

      Why is it worthwhile to spend more time on interview prep instead of jumping straight into applying and interviewing?

      Nate

      It would be to your advantage to consider the state of the market. Look at the time we’re in right now. This is a great time to take advantage of the downtime and prep. Take the time now to land an interview you really want. It may benefit your career in the long run to invest time and energy up front. When I say timeliness, I’m talking about the recent layoffs folks have been experiencing and the impact of that. Really consider if you have free time and do the prep work. We have a great eBook on layoffs and how to bounce back better than ever.

      Omkar

      The reality is that competition is high. People share frequently asked questions online on platforms like Leetcode. Everyone knows what questions are likely to be asked and they’re not easy to solve. Prep is necessary, otherwise you’re going to stumble on the spot. 

      There’s a misconception that interview prep is a waste of time because you basically have to memorize the solutions to those frequently asked problems. If you prep the right way, it’s an opportunity to relearn the fundamentals of computer science. Preparing properly increases your chances of getting multiple offers and thereby a significantly higher salary.

      When you start a new job, you have that confidence in yourself because you cracked the interview based on your understanding of computer science principles. You become a better engineer as a result of preparing in the right way.

      Other key topics from the conversation include: 

      Which programming language to use for a technical interview 

      How to create a study plan

      Technical interviews at FAANG companies vs smaller companies

      How to present your tech experience 

      And more!  More

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      in Talent Acquisition

      Interview to Get Hired: What Top Employers Want in 2023 (VIDEO)

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      What are top employers looking for from jobseekers? Watch this on-demand webinar to hear experts from Top Employers Winning Tech Talent discuss key findings and data from Hired’s What Top Tech Employers Do Differently: New Hiring Data to Win in 2023 report. They share top tips for impressing employers and guide you in the job search. 

      You’ll hear from:

      Career Expert, TopResume, Amanda Augustine

      VP of Product, Hired, Hector Angulo

      Talent Acquisition Manager, Funding Circle, Dominic Heeraman

      SVP of Data, Analytics, and Machine Learning, Bark, Olly Downs

      Career Lead, Pathrise, Kass Moore

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      How can tech jobseekers build a more responsive resume? 

      Dominic

      I particularly like targeted and specific applications. Make it specific to the role, job title of the role, the company. Make sure if you read the job spec you’re trying to add some of those things into your CV or resume. It should be well-written and well-formatted. I’m really big on presentation so really clear and concise is good. 

      I also like details so for example, if you spent a length of time in a role I want to see what you’ve done and your achievements. If you work in an environment where you can add facts and figures, that’s a good thing too. Quantify any of your successes. Having those details in makes it a lot easier to understand. 

      Two to three pages in length is fine. I’ve had some people write half a page CV and others give me a 64 page CV. Nobody has time for that. I want to see 2 to 3 pages. That’s the sweet spot.

      I’ve always hired software engineers for the permanent side of things so I want to see a good length of time at a particular company – not a jumpy CV where it’s six months here or one year here. I want to see progress in people’s careers. Maybe they start as a junior engineer, then get to mid or senior engineering manager, or a senior IC. 

      I don’t mind if it’s sentences or bullet points as long as it’s clear and I can understand what you’ve done in your role. 

      I also like to see what you’ve done as an individual, not what your team has done. It’s great that you’ve achieved this in the project but what did you do? What is your contribution?

      Then, obviously the tech stack. I want to make sure you use the relevant technologies in each of your roles. 

      Related: Interested in a Tech Role? Here’s Your Resume Guide 

      What are best practices around creating a Hired profile? 

      Hector

      First, craft a headline that doesn’t just repeat your job title, but highlights something unique about a skill that you have or a passion. You want that to be the first impression and the lens they review the rest of your resume or experience.

      Instead of saying something like “Technical Lead at X,” you can say, “Technical Lead designing scalable software for tens of millions of users” or “Expert in recommendation and personalization systems.” 

      If you are early in your career and don’t have an area in which you are a deep expert, show another part of your personality or abilities. Even something like you’re a “Three-time Hackathon champion” elicits thoughts of competitiveness and creativity. That adds a touch of context to the rest of your resume or profile. 

      This next one is really unique to Hired. It is about making sure you stand out to the right fit companies by making clear what the wrong fits are. We focus the Hired profile a lot around being upfront about your preferences: deal breakers, nice-to-haves, and must-haves. 

      This is to ensure you stand out to companies that are a ‘good fit,’ while avoiding ‘bad fit’ companies from reaching out in the first place and wasting anyone’s time. 

      We have a ton of categories but these are the three most used: remote/hybrid preferences, company size, and company industry.

      Related: 6 Common FAQs from Jobseekers: Answers to Help You Prepare for & Dive Into the Job Search 

      Watch the full collaborative panel discussion to learn:  More

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      in Talent Acquisition

      Need Help with Job Interviewing Skills? | Coaching Session (VIDEO)

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      What do companies look for when interviewing potential employees? Hear what they prioritize first-hand in this on-demand panel discussion featuring:

      Senior Manager, Recruiting, Brightspot, Avery Davila

      Technical Sourcer, Hired, Gabe Morabe

      Candidate Experience Manager, Hired, Alice Tan* 

      Candidate Experience Manager, Hired, Maria Coffey*

      What are recruiters really listening for?

      Avery Davila

      I think it’s really important in the interview process to be engaged. It comes across as you’re genuinely interested in the company, you’re genuinely interested in the role, and you’re excited to be there. Look engaged, have good posture, pay attention, and maintain good eye contact. This is a little difficult with the virtual world nowadays but you get the gist!

      Gabe Morabe

      Ask genuine questions and follow up. Perhaps I say something in the introduction of the interview and you mention it during the middle of the interview. Say it’s how interesting this product is or you have experience doing this in the past. It shows me that you’re 1) actively listening and 2) relating it back to your previous experiences.

      Avery Davila

      I suggest also having a notepad handy and jotting down a few notes, perhaps key things that stick out from the conversation. For example, if there’s any discussion around role expectations and you have notes to reflect back on. I think it also shows you’re interested and comprehending the information. I did that during my interview with Brightspot actually and I even used it to reflect back on before my first day so there’s a double positive. 

      Gabe Morabe

      You can take those notes and apply it to all your other interviews as well. It’s not just for one company. All these companies are probably going to be looking for the same thing especially if you’re applying for a specific role.

      In regard to concise stories of previous work experiences, I’m definitely looking for how you take your preview experiences, look at the job description, and apply it to how your experience fits in with this role specifically. This can be alignment with certain projects, an initiative you’ve led, a certain amount of sales within a certain market.

      Avery Davila

      I recommend, as you’re preparing for interviews and trying to be concise, outlining your experience and making sure that you hit all the key points. If there are metrics, challenges, successes, or specific projects you want to highlight, make a quick outline. Jot down about two sentences to help you concisely articulate so you’re not going back and forth in a story or you leave the interview realizing you wanted to mention this. That’s a good tip for preparation to help you be concise and clear when you’re explaining your background.

      Definitely ask questions too. It shows you’re genuinely interested in the company. Have questions prepared even if they’re simple ones and even if they’ve been answered earlier in the interview process. You can ask the same questions to different interviewers because you can get that different perspective based on the role and the unique experiences they’ve had, how long their tenure has been, etc.

      Watch now to discover: 

      How to appear confident (with examples of how candidates excel without knowing what to expect)

      What recruiters see as red flags and how to avoid them 

      Resources for interview tips and more!

      *Since this event, Alice and Maria have taken their CX insights to new roles as Pre-Sales Enablement Specialist and Customer Success Manager with Hired respectively.

      Curious how Hired helps jobseekers find great roles in tech and sales? Learn how our platform helps you create meaningful connections with top employers.

      Haven’t joined yet? Complete your free profile with Hired and let employers come to you. 

      Watch the original presentation below.

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