Improving The IT Recruitment Process With Online Programming Tests

Recruiting personnel has never been an easy task, and it is not surprising that a recruiter usually feels worried when he realizes that he must fill a position in a very short time and with great precision. But it is not always the complexity of the position to fill what poses a challenge for the recruiter, but the methods that are usually used to evaluate the applicants and the number of people who arrive at the interview, because the latter makes any The recruiter feels exhausted.

That's why my recommendation, regardless of the position that must be filled, is always to draw up a pipeline before starting. This way you can limit the number of candidates for the interview phase, this will allow you to focus on the candidates that are feasible to occupy the position and not those that are not suitable for the needs of the IT Recruiting Firm or clearly do not possess the skills that the position demands.

Structured Interviews

It is also advisable to take another look at the job description before moving on to the interview.

Structured Interviews

It is time to ask what is expected of the candidate and what are the skills to evaluate. This way you will be prepared for the interview and will be able to focus on what you want to determine. The ideal would be to use a format of structured interviews. You can find more information about this type of interviews in the following article: Structured Interviews.

Know The Needs Of The Company

And then, when you are ready to start with the selection process, take the basics as a starting point and verify if the job description correctly communicates the needs of the company. Ask yourself if you need any updates, write down the most important aspects and, if possible, a list compiling the required attributes is also recommended.

Selection Of IT Professionals

However, things get a little more complicated when our goal is to select IT professionals, since it is usually a much greater challenge for the average recruiter; and those who have been in the position to hire human talent, know very well the difficulty of pre-filtering effectively the many candidates for technical roles.

Difficulty In Testing Technical Competence

One of the main challenges for IT recruiting agencies is the difficulty of evaluating the candidate’s technical competence, which is traditionally evaluated through written evaluations and technical interviews, which tend to present certain difficulties. The written tests to evaluate developers are usually questionnaires, which in general are ineffective when evaluating practical skills such as programming.

Many times the content included in these questionnaires is made up of questions that require knowing by heart specific commands or expressions of a specific language; but, although the results may be helpful in measuring theoretical knowledge and experience, it does not measure the skill of the candidate. It also often happens that candidates even with years of experience obtain poor results in the written evaluation, because, although they are very skilled, they do not necessarily have fresh theoretical knowledge.

Technical Challenges

One way to get the most out of written tests would be to submit the candidate to a resolution of particular situations or formulating a problem that the programmer should develop, ideally writing a program. A good way to present these problems would be through a technical challenge, because the best way to evaluate a developer is to watch him program. Present the candidate with a problem and ask him to formulate a solution. The ideal way to do this would be to present the candidate with a problem similar to the one they might face and ask them to develop the solution they think is right.

When evaluating IT professionals for programmer positions, the most important factor is probably to determine if you have the necessary skills to solve problems using a programming language to be sure you have “fingers for the piano”. Practical programming tests are the ones that offer the greatest predictive power for the future performance of a developer. However, there are certain difficulties in correcting this type of tests, since manually reviewing the code written by a developer is tedious and probably prohibitive if you want to do well, objectively and for a large number of candidates.

Online Evaluation Platforms For IT Recruitment Process

At present, there are platforms that allow candidates to technical positions to write programs, and subsequently they are automatically re-evaluated by the system. For example, a question may be to require an algorithm that orders a fix from highest to lowest. The developer solves the problem by writing a program and the platform evaluates the code written by the developer, thus assigning the corresponding score.

And this is where online assessments come in. Currently it is also possible to offer online coding evaluations. Conducting online assessments in addition to saving you time will also increase the chances of finding the ideal candidate, even if it is not in the same geographical location as you. The implementation of this type of tests is usually particularly important in the technology industry, since re-location is quite common.

This way of evaluating the candidate is also a good way to reduce the number of candidates to be interviewed, making the selection process more efficient. An online programming test must:

  • Contain practical questions, not only theoretical. Try to ask questions in which the candidate must write a program.
  • Provide a personalized experience to the interviewees, even though this is an automated process, this is possible by following up on the submission of the test and the evaluation process.
  • Adjust to the level of difficulty of the test to the position to which candidates aspire.Since the entire process is completely automatic and is carried out through a completely online platform, it is possible to evaluate dozens of candidates with less effort and select the best ones. With this type of tests it is possible to reduce up to 80% of a pool, and thus can focus on the 20% with better performance. And so finally hire the candidate that best suits the needs of the company, regardless of geographical distances or time difference.

It is true that the hiring of developers is considered an art by many HR professionals. However, new automated technologies are able to assess the more subtle dimensions of the skills of the common candidate and, at the same time, the essential skills of an IT professional. When implemented correctly, these new selection alternatives tend to obtain more effective and fair results.

If you want to improve your current processes, without leaving everything in the hands of technology, there is the possibility of implementing this type of platforms as a complement during the traditional process, optimizing the results not only for the company, but also for the participant; since the interviews also tend to be heavy for the aspirants. Ensuring the candidate’s comfort is important during the selection process, since the demand is high, and the recruiter must be able to retain the candidate through a good first impression.

The use of this type of platform provides several advantages that go beyond being able to evaluate a candidate in their programming skills. The savings in time are very important, since it is possible to evaluate if you want dozens of candidates without the need to interview all of them. Usually technical interviews require the allocation of valuable resources (such as technical managers or senior developers) and, therefore, it is not feasible to conduct this type of interview for all candidates. This usually leads to selection processes where few candidates are evaluated, limiting their effectiveness and the possibility of finding the best possible talent.

Another advantage of automation is that all information is recorded without the need to enter it manually. This allows you to easily create a database of candidates that can be a source of talent in the future. The possibility of viewing the information with automatically generated reports also allows you to make the best decisions in an objective and fast way.

Finally, an additional advantage has to do with the image that is projected. A company that requires hiring developers should ideally project a modern image to attract the best developers. Using online tests, that is, using technology within the selection process, is a good way to present the company as an innovator and uses technology-based methods to choose the best.

There are many platforms of this type in the market, most of them only in English, but alternatives are already appearing in Spanish like Evalart , so that companies in Latin America can start using online programming evaluations to identify the best talent of IT and incorporate them into their organizations.

It is a fact that technology plays an important role when evaluating the candidate. In fact, already large companies such as Microsoft and Google recognize that technology is key when recruiting staff and has been using online solutions for years to technically evaluate their candidates for developer positions. If technology and work are part of our daily lives, why not combine them to select our team?