How should your hiring process change from a fresh engineer to a senior engineer

Hiring Process for a Fresh Graduate

Since a degree is clearly not a relevant measure of employability, it is critical that the hiring process is able to ascertain in other ways whether the candidate has the right skills and is a good fit for the company. It should check whether the candidate has technical acumen along with necessary soft skills such as the communication and interpersonal skills to work in a team. The hiring process for a fresh engineer looks something like this:

Sourcing

The first step in the hiring process is to source the right candidates for the job. You could try campus placements, use outside recruiters who do the sourcing for you or use inbound recruitment techniques to attract the right candidates. Any or all of these sources could give you a pool of candidates for consideration.

Screening

You have a targeted pool of potential recruits. The next step is to filter them further by testing these candidates on their technical skills. Alternatively, you can use tools (such as HackerEarth Recruit) which have an online coding test, that allows you to check scores in real-time and use detailed test reports to analyze performance.

Selection

Depending on the job requirement, this could be an interview or a series of interviews with supervisors and peers. If your engineers are expected to work in an agile environment, your questions should check for whether the candidate is a team player, is patient, and resilient as she would be working for long periods of time with the rest of the team. Check mainly for “fit,” whether you see the person blending in and growing with the company.

Hiring Process for a Senior Engineer

The hiring process for a senior engineer differs vastly from that of a fresh graduate. For starters, the emphasis is on experience and accomplishments in past roles. The other vital difference is in sourcing senior managers, which is much more challenging because of the limited pool of qualified senior engineers available.

Sourcing

With fresh engineers, there is a problem of plenty; with senior engineers, the opposite holds true. There are few engineers at the senior level who have skills that you need, and they might not be motivated to switch jobs. Referrals are the perhaps the best approach to attract candidates in this case as they referrals a mutual interest from both the employer and the potential hire. You can also use inbound recruitment techniques, such as your website and social media handles, to advertise and invite candidates to apply. Alternatively, you can use recruiters to do the sourcing for you.

Screening

The quickest way to screen candidates is to conduct telephonic interviews where you can ask them for further details about their experience and skills. A more detailed way to check their acumen would be to assign a coding test, allocate some time to work on it and do a review with them. This gives you a chance to see them in action and judge their ability in a practical manner.

Selection

The selection involves interviews with the top management. The number of interviews is usually lesser for a senior engineer than a fresh graduate. The interview will focus on the candidate’s experience and how that might be relevant to the role that the candidate is being interviewed for. The interview should focus on how he has demonstrated leadership skills in the past with relevant examples. A candidate that attends conferences and technology meet-ups indicates that she’s in touch with changing technology trends.

No One-Size-Fits-all-Solution

Since the requirements for graduates and senior engineers are different, the skills tested and the hiring process cannot be the same for both. While you look for leadership skills, stability, and relevant experience for a senior engineer; you look for aptitude, a willingness to learn, and culture fit while hiring fresh engineers. As stated above, it all needs to tie back to the company’s requirements. A vital point of difference is also negotiations with senior candidates. It is difficult to make the switch if they don’t get the salary they’re looking for. With fresh graduates, because of the abundant supply, it is possible to find someone in your budget, but with senior engineers, the salary must be lucrative enough, hence the negotiations take longer.

--

--

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
HackerEarth

HackerEarth

649 Followers

HackerEarth is a remote-ready platform that helps you build dream tech teams. Subscribe to The Hire Wire! — https://www.hackerearth.com/blog/subscription/