When hiring a software engineer, it’s important to take the time to do it right. The cost of bringing on an employee only to let him or her go within a month or two is costly and stressful. We highly recommend doing the up-front work to hire the right candidate.
However, it is possible to take too much time hiring software engineers. The job market is fast-paced in the tech world in LATAM, and it’s not uncommon for a good candidate to be under consideration by multiple companies.
We don’t want your company to miss out on great talent, so here’s a quick rundown on how much time it should take for your company to hire LATAM tech talent.
There are four routes companies generally take when it comes to recruitment:
The recruitment turnaround time usually depends on the connections of the recruiter or agency and how specialized the position is to fill. When working to develop a near source or outsourced team, recruitment becomes even more challenging.
According to our own internal data, there is definitely a sweet spot for hiring software engineers and developers.
On average, it should take about 30 days to hire a qualified candidate. Of course, the hiring process works best if it is under 20 days, but 30 days is standard. If a company takes longer than 45 days, there is a good chance the candidate will no longer be available for hire.
Since the average turnaround time for hiring is less than 30 days, it is really important that a company thinks through the hiring process and takes out anything requiring unnecessary time.
One of the best ways to cut out time in the hiring process is having a good hiring structure. If there is not enough structure, it’s easy for things to fall through the cracks and lose potential talent to other companies. If there is too much-complicated structure, the same thing can happen.
Either way, whether it’s too much or too little structure, the outcome is the same. The hiring process takes too long and the talent goes elsewhere.
We found that a three-step process works best to vet the candidate while also not dragging things out.
Especially if you work with a niche recruiter who has already vetted the candidates, these three steps can be done relatively quickly and still give you a good sense of which candidate is right for the position in your company.
There are a lot of things you shouldn’t do when trying to hire new software engineers and developers, more than we can list here. But here are a few of the most common ones:
The demand for qualified IT talent in Latin America is high as more and more companies are either starting or expanding through near sourcing. When a software engineer or developer looks for a job, they are almost always applying at multiple companies and will accept the first legitimate offer they are given.
We’ve seen this happen too many times. A recent client of ours had made a decision to hire a developer but waited three days to communicate with the talent and make an offer. In the course of those three days, another company made an offer and the candidate took a job with the other company.
Companies can’t afford to lose time in the hiring process.
One of the best ways to cut time out of the hiring process is to work with a recruiting agency that can pre-vet qualified candidates and only send you talent that makes sense for your needs. This is especially true when you are trying to hire in a foreign market.
CodersLink empowers scaling companies to build, grow and manage remote tech teams in Latin America. Through remote staffing and direct placements, we ensure the best companies find the best talent to continue growing their technology teams, fill skill gaps and respond to scaling needs.
Don’t lose talent to time! We’d love to help you find your next hire.
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