While coding challenges are an effective way to test developer knowledge of computer science fundamentals, many organizations prefer a project-based challenge to evaluate the multidimensional skills needed to build real-world applications.
This leaves hiring managers to the time-consuming tasks of creating a challenge, running intensive interviews, and evaluating performance, taking them away from other high-priority projects.
In this webinar, learn how companies are effectively evaluating developer skills without a painful investment of time. We’ll explore:
- What companies are doing to create an on-the-job experience with real-world challenges
- Steps to assess senior candidates holistically, gaining visibility into how they approach system design, architecture, design patterns and more
- How to improve the candidate experience and reduce time-to-hire with a structured, standardized hiring process
18. Conclusion
Role-Based Assessments Deliver Better Hiring Outcomes
Move Beyond Resumes:
Skills Assessment
Improve the Candidate Experience:
Give them a challenge with the right context
and make it as real-world as possible
Move Beyond Language Proficiency:
Assess all the skills needed for the role
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19. Thank you▌
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Editor's Notes
Laura: Welcome to today’s program...
Laura Introduces Weibin
Laura introduces Gaurav
Gaurav self-intro
Laura introduces audience and discusses poll results
Laura
Laura
Most people find candidates in the same way
Finding the right opportunity is often still about who you know, rather than the skills you have, unfortunately. Referrals are the #1 way that recruiters and hiring managers find tech talent. While referrals can be a good source for talent, they can also lead to homogeneous teams and companies, ultimately affecting overall diversity and leading to bidding wars for the same limited pool of pedigreed talent.
Companies should use a more standardized approach to find and evaluate hires based on skill. In other words, every referral candidate should go through the same rigorous evaluation and interview process as other candidates. The interview panel should also not be influenced by the referee. By focusing on the candidate’s skills, rather than who brought them in, there are fewer biases, which expands the talent pool.
Laura to ask
At some point or another, anyone who is involved in tech hiring finds a gem of a candidate who wouldn’t pass the resume screening.
This was the case for Randstad’s head of data science who found a gem by the name of Adriana Rivera, a software developer who made her return to programming after a 14-year hiatus as a stay at home mom. Luckily, her programming skills spoke louder than the gap on her resume.
Programming is not conducive to traditional resumes. Consider that over 70% of developers are at least partially self-taught, according to the 2018 Developer Skills Report. If you’re vetting candidates by CS degree, you’re missing out on millions of skilled candidates.
Laura:
You don’t need to have a CS degree from a top school to be a good developer and our research shows that recruiters and hiring managers understand that. In fact, 75% say they’ve hired a great candidate from a non-traditional background.
When asked what 3 most important qualifications they look for before an onsite, both technical recruiters and hiring managers agreed that previous work experience is their top priority (77%), followed by years of experience (45.8%), and personal projects (37.3%). On the flip side, more traditional asks, like skill certifications or prestigious educations both ranked in the bottom half of the priority list. The bottom line: Hiring teams are much more interested in the proven skills and historic performance of a candidate than they are in their “pedigree”.
Gaurav:
A lot of people emphasize knowledge of tools, like programming languages on the resume.
Over 90% of hiring managers care about problem solving more so than knowledge of tools, which are teachable
VMware and vSphere story is good here: Where they couldn’t fill the role for 6+ months. But they were looking for too specific of knowledge.
Gaurav
A developer often has access to tools like an intelligent IDE, git, access to terminal and more when building applications
A simple challenge is too simple for experienced candidates