Do you use technical assessments when hiring early-stage engineers?
If your hiring process doesn’t start with an assessment, you could be missing out on some of the best candidates and creating a biased experience.
1. 3 Benefits Of Early
Assessments
This blog post is based on the twenty-second episode of the data-driven recruiting
podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan.
2. If your hiring process doesn’t start with an assessment, you
could be missing out on some of the best candidates and
creating a biased experience.
3. #1
Find Hidden
Talent
By putting assessments at the very
top of your hiring funnel, you open
yourself up to finding those hidden
gems that are not discovered by
most of your competitors’ recruiters.
Expand your university recruiting by
shifting focus away from the top
universities and use framework
based assessments to measure
skills and abilities, not proxies for
them!
4. #2
Identify Truly
Skilled
Candidates
Save time (and money!) by
screening out unqualified
candidates with an assessment as
the first step in your hiring process.
When used, technical interviews and
assessment are usually far down the
hiring funnel. Flip that on its head
and make it the first step! You won’t
have to waste time on dozens, if not
hundreds, of phone screens, only to
have candidates who can’t do the
job!
5. #3
Create a Diverse
Group of Talent
Look at re-focusing your university
and junior engineer recruiting to your
inbound applicants and put less
focus on outbound recruiting at
career fairs.
Many companies tend to overlook
their inbound applicant pool. An
inbound applicant is much more
likely to represent the overall
population in the real world.
6. So why wouldn’t you reduce bias by putting assessments first?
