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“Hiring” is the act of appointing potential candidates as employees in a company. It may sound like a simple process, but advances in technology and an increasingly competitive talent market have made hiring far more demanding. Earlier, companies often had the upper hand, and recruiters could select candidates after minimal interviews.
Today, the market is more competitive and candidates bring specialized skills across many areas, making it harder for companies to identify the right person. A strong tech hiring process helps hiring teams evaluate candidates consistently, verify job-relevant skills, and move qualified talent through each stage with greater clarity.
Below is a graph showing the growth in recruitment demands over the years.
With this increase in demand, companies have adopted different strategies for hiring. Some approaches have worked well, while others have created friction for candidates and made it harder for employers to attract the talent they need.
Candidate experience during the recruitment process matters the most when it comes to achieving success during the recruitment process. According to Talent Board and various CXO’s, 50% of candidates opt out from joining the company or drop off during the process when they undergo an uncooperative or unpleasant experience.
Moreover, it has also been found from a study by Hay Group that a whopping 70% of candidates reject a company if someone else had a bad interview experience.
A structured interview experience can reduce uncertainty by setting clear expectations, using consistent evaluation criteria, and ensuring candidates know what will happen at each stage of the technical hiring process.
Nobody likes anything that takes too much time or asks too many questions. According to a survey by CareerBuilder, 42% of applicants never seek employment in a company if the process is too long, 22% reject recommending the company to others and 9% reject the product.
A focused application should collect only the information needed to decide whether a candidate should move forward. Unnecessary steps, duplicate questions, and unclear requirements can make the process harder to complete.
It is an undeniable fact that the world lives in mobiles. As per Kelton Strategic Consulting, 86% of candidates use smartphones to apply for jobs. Another study suggested that 60% use mobiles for job searches and 40% reject the company if the process cannot be accessed on mobiles.
This is a report created by the Pew Research Center regarding the impact of mobile phones on job recruitment.
These are some of the issues that can weaken a company’s recruitment process. To improve tech hiring, organizations should remove unnecessary friction and make every stage easy to understand and complete across devices.
Companies can improve hiring outcomes by using a clear sequence of steps from initial screening to final interviews. Following the process in a consistent order is commonly known as “structured hiring.”
Structured hiring means following detailed and clearly defined steps that make the process more consistent for both the recruiter and the candidate. It helps teams compare candidates using the same job-related criteria while creating a clearer candidate experience.
Screening, skill assessment, coding evaluation, and interviews are the core stages that help a hiring team move from a large candidate pool to a smaller group of qualified applicants. The following four steps make the tech hiring process more focused on evidence of skill and role fit.
This is the step where the recruiter identifies potential candidates who should move forward. It is an early stage in which the recruiter confirms basic suitability before investing time in deeper evaluation.
The purpose of phone screening is to understand the candidate better through a focused set of questions. Instead of turning the first conversation into a full technical interview, recruiters can confirm relevant experience, communication, availability, and role expectations before moving into skills-based evaluation.
For technical roles, AI-guided phone screening can also help hiring teams pre-qualify deep technical or subject-matter expertise while keeping early-stage screening more consistent.
Glider.ai guides the recruiters to smoothly process the phone screening round. The platform improves and standardizes the interaction from the go. It provides step-by-step questions that need to be asked during the screening round.
Candidate Skill reports get auto-generated based on the interview that can be sent directly to the managers.
Glider.ai integrates with the existing ATS of the company or provides an ATS that helps the recruiters vet the candidates necessary for the background check.
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This is the second step where the candidate’s skills are tested against the requirements of the job profile. The goal is to determine whether the candidate can demonstrate the knowledge and capabilities needed to perform the work, rather than relying only on a resume.
Role-specific technical skill assessments can help teams evaluate real-world technical skills, compare candidate performance using consistent criteria, and create a more evidence-based shortlist for the next stage.
Glider.ai provides interactive and holistic skill assessments that scale a candidate’s skill level, personal traits, learning agility, culture fitment, etc. It dispenses pre-built tests that simulate real-world problems. Recruiters can also create their tests with 30+ question types including video assessments.
The platform provides online proctoring, plagiarism scores, and key-by-key replay of every answer that nullify any probability of compromise.
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This step is necessary to assess a candidate’s practical technical ability. Coding simulations enable candidates to demonstrate how they work with programming languages and technical environments instead of answering only theoretical questions.
A stronger coding evaluation should reflect the type of work the candidate will actually perform. Depending on the role, this may include building or debugging code, working through a project in an IDE, or completing tasks in a configured development environment.
This makes the technical hiring process more job-relevant because recruiters and hiring managers can evaluate problem-solving, code quality, and execution in a context that is closer to real work.
After screening and skills validation, shortlisted candidates should move into a structured technical interview. This stage gives hiring managers an opportunity to explore how candidates approach problems, explain technical decisions, collaborate, and apply their knowledge when requirements change or additional constraints are introduced.
For software and engineering roles, live coding interviews can combine real-time discussion with practical coding tasks. For other roles, AI interview software can support more consistent interview workflows while keeping the evaluation connected to the skills required for the job.
The final interview should build on evidence collected in earlier stages rather than repeat the same questions. When screening, assessment results, coding performance, and interview feedback are evaluated together, hiring teams can make a more informed final decision.
A tech hiring process is the sequence a company uses to identify, screen, assess, interview, and select candidates for technical roles. A structured process defines what is evaluated at each stage and helps hiring teams compare candidates more consistently.
A practical tech hiring process can include phone screening, skill assessment, coding simulations, and a structured technical interview. The exact stages may vary by role, but each step should evaluate a distinct part of job readiness.
Skill assessments give candidates a direct way to demonstrate job-relevant knowledge and ability. They can help hiring teams move beyond resume-based assumptions and create a more evidence-based shortlist before interviews.
Coding simulations allow candidates to work through practical tasks in an environment that reflects real technical work. This gives hiring teams additional evidence about problem-solving, coding proficiency, and how a candidate approaches job-related challenges.
A successful tech hiring process should make it easier to identify candidates who can do the job while giving every applicant a clear and consistent experience. Phone screening narrows the pool, skill assessments validate core capabilities, coding simulations test practical execution, and technical interviews bring the evidence together before the final hiring decision.
By keeping these stages structured and focused on job-relevant skills, hiring teams can reduce unnecessary friction, improve candidate evaluation, and make technical hiring decisions with greater confidence.
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