Bad hires cost more than unfilled roles. Most Surat IT companies have learned this the hard way. Here's a practical hiring process that improves signal at every stage.
Step 1 — Write the job description like a product requirement. State: exact technologies required (not "familiarity with"), the specific problems this role solves, the team structure, the reporting line, and what success looks like in 90 days. Job descriptions that say "we're a fast-paced, innovative team" attract everyone and help no one.
Step 2 — Source before you need. The best candidates are not actively looking. Build a talent pipeline through LinkedIn outreach, SIC network referrals, and local college final-year programs. The companies with the shortest hiring timelines are those with pre-built relationships with candidates.
Step 3 — The screening call (20 minutes, not 60). Screen for: communication clarity, role understanding, a specific recent project they can talk about precisely, and a red flag scan. Don't do a technical interview in the screening call — that's what the next stage is for.
Step 4 — The technical assessment. Keep it relevant and time-boxed. A 2-hour practical problem that mirrors real work is better than 4 hours of algorithmic puzzles. Surat IT companies that use take-home assignments report 3x better signal than those using live coding under pressure. Tell candidates exactly how it will be evaluated.
Step 5 — The culture & values interview. This is the most neglected step. Ask: "Tell me about a time you disagreed with a decision your team made — what did you do?" and "What does your best manager relationship look like?" These questions reveal self-awareness and collaboration style — the two biggest predictors of culture fit.
The 30-60-90 day onboarding plan: every new hire should have documented expectations for their first 30 days (learning & observing), 60 days (contributing independently), and 90 days (owning a defined scope). Companies with structured onboarding report 50%+ improvement in 6-month retention rates.
The day-30 check-in: schedule a formal 1:1 at exactly 30 days. Ask: "What surprised you about the role?" "What's unclear?" "Is there anything you expected that you haven't seen yet?" The answers reveal onboarding gaps and early dissatisfaction before they become resignations.
"Bad hires cost more than unfilled roles. The screening call should take 20 minutes — not 60. Save the deep assessment for people who pass the basics."
