Learn how to assess passive technical talent you have sourced and uncovered from non-convention methods and locations in order to hire the best engineers, programmers and data scientists for your company. Our webinar in partnership with Hackerrank helps you locate the best candidates for your company from culture fit, technical assessment to testing their unique skills, we cover all things technical. Understand what techies want and how to engage and assess them the best in our special technical recruiting webinar and webcast.

1. #HACKERRANK

2. APPROVED FOR 1.0 HRCI
RECERTIFICATION CREDIT
HRCI program number sent to you via email upon
program completion.

3. MEET JESSICA & TEJAL
Jessica
Miller-Merrell
@jmillermerrell
Tejal Parekh
@hackerrank

4. 964,000+ 33+ 250+ 1,000+
# OF
DEVELOPERS
# OF
LANGUAGEs
# OF
UNIVERSITIES
# OF
COMPANIES
Community by the numbers
45,000+
# OF
CHALLENGES
70-80
# OF
hrs saved / hire
OUR SPONSOR

5. SOURCE, SCREEN, HIRE…. FAST!
Sourcing
Screening
Interviewing
ATS
● Source 10X with Codesprints
● Objective, faster screening with code
challenges
● Effective interviews with codepair

6. MAKING THE WORLD FLAT

7. OUR PANELISTS
Steve Levy
@levyrecruits
Kristin
Orkney
@korkney

8. A LOOK INTO THE TECH LANDSCAPE
TECH UNEMPLOYMENT RATES

9. ASSESSMENT & SELECTION CREATES
CONTINUITY
EMPLOYEE LIFE CYCLE

10. ASSESSMENT FACILITATES CREATIVE
TALENT ACQUISITION

11. ASSESSMENTS MUST MEASURE
SKILLS UNIQUE TO THE ROLE
• Customized to unique skills/qualifications
• Provide in depth analysis beyond pass/fail
• Are robust & technical in nature
ABERDEEN REPORTS AN INCREASE IN
USE OF ASSESSMENTS FROM 2013-1014
BY 20%.

12. OUR AGENDA
• What techies want?
• Code challenges - the new standard for technical
assessment
• RelateIQ’s model of scaling for growth
• Our tech assessment takeaways

13. POLL QUESTION - #1
• What is most important to my technical candidates &
hires?
– Environment focused on learning/growth
– Healthy sign on bonus & stock options
– Great product/code
– Beer Fridays
– Working with friends

14. WHAT TECHIES WANT
• They want you to be honest; if you’ve never done the job for which you’re
recruiting, NEVER fake it – don’t be a pretender.
• They want to know the REAL job not the tasks – the job description isn’t a
recruiting document.
• They want to know the “contents” of the entire stack.
• They want to discuss your problems – not get grilled about contrived CS 101
material.
• They want a real mentor.
• They want to be heard once on the job.
• They want to have an impact – that’s mine

15. WHAT TECHIES DON’T WANT
• They don’t want to do your recruiting for you.
• They don’t want to be called at work. Period.
• They don’t want death-by-interviews.
• They don’t want stupid job titles.

16. HOW TO REACH & ASSESS TECH
TALENT?
• A/B Testing Your Process
• How We Really Work. (Scrum, Agile, Waterfall, Paired, TDD, BDD, Design)
• How Our Best Developers Work
• Community Matters

17. WHAT OUR TECH TALENT WANTS
FROM RECRUITERS?
• 360 Relationships
• Great Code
• Humor
• What They Really Want To Do

18. WHAT’S IMPORTANT TO CANDIDATES

19. POLL QUESTION - #2
• How do you assess your technical
talent?
– Traditional Interview
– Online Coding Challenge
– Technical Assessment
– References/Referrals
– Gut Instincts

20. CODE CHALLENGES
The new standard for tech assessment
● Choose a pre-canned
challenge or customize
your own
● Invite candidates at scale
and let the tool assess
automatically

21. 1000+
EMBEDDED CHALLENGES
Screen tech candidates the way they’d like to be screened
applications

22. EASY, AUTOMATED SCREENING
● Platform screens and
assesses technical
strength
● Assigns score and stack
ranks

23. INDIVIDUAL CANDIDATE INSIGHTS
● In depth performance
insight
● Code challenge screens
for technical prowess, so
can focus on culture fit in
interviews

24. COMPANIES INCREASING SCREENING
EFFECTIVENESS
883 invites
:: Resume screening time down
to 0
722 responses
:: 60% reduction in time to
evaluate exams
162
:: 70% reduction in phone
candidates
interview time Saved 75 hrs/ candidate

25. POLL QUESTION - #3
• It’s more difficult to recruit technical candidates than
it was 6 months ago.
– Yes
– No
– Please help me

26. RELATEIQ’s 3 RULES OF SCREENING
- Test candidate's technical ability right out of the gate
- Assessments must be technical and objective
- Assess for culture fit

27. TWO OPTIONS
1. Code challenge: Complete before interview
a. Chosen by 75% of candidates; 0-6 yrs experience
2. Codepair interview: Assess coding skills during pair
programming interview
a. 25% candidates; senior candidates

28. $3230%k $20k
2 $5200%k
Savings in
screening time
weeks/ yr of
saved
engineering time
Improvement in
technical screen to
offer ratio
RESULTS

29. HOW TO FIND & ASSESS HIDDEN
GEMS
• Use the real problems that are currently vexing you at
work in your assessment process
• Consider non-traditional backgrounds and make sure
your assessment does also.
• Get in the minds of your engineers

30. QUESTIONS?

31. LEARN MORE ABOUT . . .
• Steve Levy www.b4j.co/stevelevy
• Kristin Orkney www.b4j.co/korkney
• Tejal Parkekh www.b4j.co/tejalparekh
• Jessica Miller-Merrell www.b4j.co/jmillermerrell
Resources: June 2014 Tech Hiring Survey http://b4j.co/tech2014recruiting; Global Human Capital Trends 2014 http://b4j.
co/hc2014trends ; How to Get a Woman Engineer’s Attention When Recruiting http://b4j.co/recruit-engineers;
Free trial for HackerRank at http://www.hackerrank.com/

32. THANKS TO HACKERRANK
HackerRank: Tech Talent Community

33. APPROVED FOR 1.0 HRCI
RECERTIFICATION CREDIT
HRCI program number sent to you via email
upon program completion.