We know assessments at the top of the recruiting funnel will help you to identify the right candidates. But doing it wrong can backfire.

1. How Do You Measure Skills?
This blog post is based on the third episode of the data-driven recruiting
podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan.

2. #1
Confirm core skills.
Start by evaluating something
fundamental to the role, then
customize as you go to gauge the
candidate’s fit for the position.
For example, if you’re hiring an
engineer & expect them to have
multiple skills as it relates to data &
programming, start with something
foundational – i.e., do they know
JavaScript?

3. #2
Take aim.
Drill down and choose an
assessment piece that’s more
targeted.
This can be done with an automated
test if you have a lot of people you’re
reviewing, or a phone interview if
time allows.

4. #3
Take the
relationship to the
next step.
Finally it’s time for a face-to-face
meeting. This onsite visit will likely
mean a bigger time investment for
your team & the candidate.
It’s still essential to continue to
focus on measurable data as
opposed to feelings.

5. The takeaway:
Start with high-level and automated
standardized assessments & progress
to more targeted, individualized reviews
as candidates progress.

6. Learn more at CodeSignal.com