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