How many days does it take to hire a Software Engineer?
As technology continues to advance, finding and hiring the right talent is becoming increasingly important for companies in order to succeed. However, hiring engineers can be a challenging task. It takes time and money, and there is high competition for top talent. Let's explore the various aspects of hiring engineers, including the time it takes to fill positions and the cost associated with unfilled positions.
1. Time-to-hire for software engineers:
According to a report by Glassdoor, the average time-to-hire for software engineers in the United States is 24.4 days. However, this can vary based on company size and location. Smaller companies tend to have shorter hiring timelines than larger ones. According to a survey by Stack Overflow, companies with fewer than 20 employees take an average of 16.5 days to hire a software engineer, while companies with 10,000 or more employees take an average of 39.2 days.
2. Time spent screening resumes:
Recruiters spend an average of 7.4 seconds reviewing a resume, according to a survey by Jobvite. This means job seekers have a very small window to make a good impression. Hiring managers must ensure that they are quickly and effectively identifying the most qualified candidates.
3. Time spent interviewing candidates:
The interview process can take several rounds and involve multiple stakeholders. According to a survey by Workable, the average time spent on interviews for tech positions is 24 days. While it is crucial to assess candidates and their qualifications, employers should prioritize efficiency in the interviewing process to avoid losing top talent to competitors.
4. Time-to-fill for hard-to-fill positions:
Some positions, such as those requiring specialized skills or experience, can take much longer to fill. According to a survey by Robert Half Technology, the average time-to-fill for hard-to-fill tech positions is 12 weeks. Employers must be mindful of the time and resources needed to attract highly qualified candidates.
5. Cost of unfilled tech positions:
Unfilled tech positions can be costly for companies, both in terms of lost productivity and increased hiring costs. According to a survey by CareerBuilder, 45% of employers estimate that a bad hire costs their company more than $25,000. It is crucial for employers to address the hiring process’s inefficiencies and ensure they are attracting and hiring the right talent to prevent such costs.
With the increasing demand for qualified engineers, it's clear that the hiring process must become more efficient and effective. By understanding the time and cost associated with finding talent, employers can make informed decisions about their hiring strategies. Hiring managers must prioritize an engaging, yet efficient hiring process that targets top talent, and address inefficiencies in the current process. In doing so, they can both attract and retain the talented engineers they need to propel their companies forward.
