First-time poster and also first-time software hiring manager 😃
People are looking for jobs for different reasons.
When these reasons involve things that their current employer can change fairly quickly (like pay, benefits, job title, remote working policy), how do I filter out job candidates who were only looking for a job offer to “extort” their current employer?
What I’ve tried so far:
- asking candidates twice why they’re looking for a new job, once in the initial phone call and also in the job interview, using different questions and checking the answers are aligned;
- in the post-interview call, asking the successful candidate how do they think they did, before telling them they were successful (what I’m looking for here is a vibe of modesty vs entitlement)
trying out considering stating an expiration date (3-5 working days) on the job offer letter.
What else I’ve been thinking about but hadn’t had the chance to try out yet:
- expecting almost perfect answers to technical questions (thinking this could show the candidate actually spent some time preparing so they’re serious about it)
- asking harder technical questions
- focusing exclusively on candidates for whom this would be their first job in the field (e.g. fresh out of university), train them up and make sure they stay.
I’ve tried googling some of this but not much came up. I’m wondering how do more experienced hiring managers deal with this or if it’s just something I need to filter my way through?
For context, I’m working for a small software agency. So far we’ve been working with freelancers and we’ve got enough work to hire at least two developers. I’ve spoken with fellow software developers and the salary and benefits are certainly competitive for the market in which I’m hiring; they thought the company’s presence is very professional; and there’s also a higher degree of flexibility compared to the bigger companies out there. So I don’t think there’s a problem with that part of the recruitment funnel.