Why 9 out of 10 Hiring Processes Scare Off Top Talent – And How to Do It Right

26 February 2025

Imagine walking into a Michelin-star restaurant. The enticing aroma makes you eager for the best meal of your life. But before you can even take a bite, you’re hit with a ten-hour assessment. Meanwhile, the sommelier doesn’t even know which wine pairs with which dish. How soon would you leave?

That’s exactly the feeling software developers get when your recruitment process fails to inspire right from the start. Top candidates expect not only a flawless process but also an immediate glimpse into your organization—the culture, the team, and the impact they can make. And the higher the caliber of the candidate, the more they demand a high-value and quality process.

Here’s how to build a process that’s effective, efficient, and unforgettable.

1. What Makes for an Ideal Hiring Process?

A great hiring process goes beyond simply filling a vacancy. It’s a strategic tool to:
Attract and retain top talent: Talented professionals have options. A streamlined process prevents them from disengaging or turning to the competition.
Showcase your organization’s culture and values: Candidates want to experience firsthand what it’s like to work at your company.
Enable well-informed decisions: Both parties should have enough information by the end of the process to fully back their decision. This avoids those “if only I’d known” moments and leads to sustainable partnerships.
A poor process not only costs you great candidates but also increases the risk of mismatches and early departures. No one wants a “we just aren’t a match” scenario three months down the road.

2. The Ideal Process: Short, Powerful, and Persuasive

Step 1: Initial Interview with the Hiring Manager and Lead Developer
This first conversation is your chance to make a strong impression. Let your hiring manager share the organization’s vision and culture, while the lead developer dives into the technical details. Don’t make it too easy—great talent expects challenging questions. This also lets them gauge your team’s level. After all, top professionals want to work with top professionals.
Goal: The candidate should leave thinking, “I see how my role contributes to the bigger picture, I’m excited about it, and I know I can learn from these people.”
Step 2: Technical Assessment with a Pre-Scheduled Review
An assessment should be relevant and demonstrate that quality is a core value in your organization. Schedule the review before sending out the assessment. This sets a clear deadline and shows respect for the candidate’s time.
Avoid assessments that feel like escape rooms. Only test the skills that truly matter for the role. Are you looking for someone who studies atoms or someone who builds high-quality software? It’s crucial that what your test accurately reflects the role’s requirements. You wouldn’t hire a nuclear physicist for a software engineering position—unless you’re looking for someone to split atoms instead of crafting top-notch code.
Step 3: Discussion with Colleagues and Team Introduction
This is the moment to show the candidate what it’s really like to work at your organization. A genuine conversation with future colleagues provides a realistic insight into the team’s dynamics.
Goal: The candidate should feel right at home, envision how they can contribute, and sense that the team dynamics is spot on. Beyond skills, it’s vital that they share the same DNA as your current team and fit into your culture.
Step 4: Offer and Trial Close
An offer should feel like the crowning moment—not just a formality. Remember, the candidate has fought hard, given their best, and been on edge throughout the process. Discuss the offer personally and ask questions like, “How do you feel about this?” to show you’re genuinely investing in them.
What to avoid: A generic email with an attachment that simply says, “Let me know.” That hardly sparks enthusiasm.
Pro Tip: Ensure all their questions are answered before making an offer. Functional details and queries can already be overwhelming, so clear communication helps avoid misunderstandings and leads to a well-informed decision.
Once the offer is made, you want nothing more than a clear yes or no. Meanwhile, make sure they’re fully informed about your organization, the role, and the team—so that the offer is the final missing piece of the puzzle.

Step 5: Keeping the Candidate Engaged Until the Start Date

Congratulations—the contract is signed! But the next challenge begins: keeping your new hire excited. Stay in touch, send updates on projects, and invite them to team outings. Make them feel like a part of the team long before their first day.

3. Why This Works

This process works because it combines speed with depth, shows genuine respect for the candidate, and builds trust step by step. The result? Both parties can make a well-informed decision, leading to long-lasting collaborations and fewer surprises later on.

4. Conclusion: Make Sure Your Process Leaves a Lasting Impression

A poor hiring process can discourage even the best candidates. But a strong, thoughtfully designed process makes all the difference in a competitive market. From the very first contact, create open and inspiring conversations. Let your top team members take the lead, and stay engaged through the first day and onboarding of your new colleague. That way, you not only attract top talent but also build lasting relationships and brand ambassadors for your organization.

Want to know how you can optimize your hiring process or discuss your most challenging software vacancies?

I’m Robert Hawker, founder of CodeGuild. With nearly 20 years of experience in IT recruitment, I help software development managers and CTOs in the Netherlands strengthen their teams with the best developers and engineers. Over 850 successful placements since 2014, with 81% staying for 3+ years. Schedule a no-obligation consultation and discover how you can optimize your hiring process.