It is the process of making the hiring process faster, feasible and more competitive in a more efficient way.
The inflation in tech startups and increasing requirements for elite talent among the Fortune 1000 companies has made hiring more challenging than ever. There is a need for a better hiring process in companies, irrespective of its size.
AtDoSelect, we interacted with hiring managers across various companies to ask about the challenges they face whilst hiring technical talent. Over 92% replied saying:
Filtering the best out of a huge pool of talent
Evaluation of skills that their company needs
Culture fit
Here are some hacks that you can try to identify amazing programmers and make the process more efficient to save time and money
Look beyond resumes
The resumes are like hidden gems. Until and unless you dwell in, you may never recognize the facts. Resumes are often either under-written or over-written. A resume doesn’t tell you if the candidate is the right fit for the role, possess the adequate skills as described in the job description and if they adhere to the office culture. Upon relying totally on one’s resume, employers are just missing out on the talents that can impact their business in a long term.
Usually excellent candidates are overlooked for their inability to turn their extraordinary skills into an equally extraordinary resume. Just as an unattractive resume doesn’t indicate the lack of potential of the candidate, a fully packed resume with degrees, internships and relevant experience doesn’t indicate expertise necessary for the success of the business. To evaluate a candidate beyond their resumes:
Ask them to take a test real time leveraging technical hiring platforms, like DoSelect.
Take only those candidates to the interview process whom you think would be a better fit for the role.
In an interview ask questions beyond what is written in their resume.
Evaluate skills even before a telephonic interview
To narrow the pool of overwhelming responses from the candidates, recruiters opt in for the telephonic screening. But phone calls are not an efficient way to assess candidate’s skill sets. Even though the candidate expresses confidence in owning the technical skills demanded, the real expression of the candidate is hidden. Hence, conducting a real time online assessment of the candidate and evaluating the skills based on the proof is a worthy alternative.
Look for the talents beyond elite colleges
Recruiters go with a mindset that the best talent resides in elite colleges. This is part truth and most time companies fail to hire. Look for the candidates with problem-solving ability and cultural fit. What required is to check if the candidate has traits of leadership and above all, a great individual with high values.
Use the right tool-set to evaluate the skills
There is no one size fits all approach when it comes to assessing skills. Tests must be crafted depending upon the skill and role. The recruiter should be well versed in advance about the skillset required for a particular role. Eg. Testing a Django developer on algorithmic skills doesn’t make any sense.
Scan your network
The best way to do it is by asking your friends/employees to refer. Leverage the contacts in the industry, which can be from the previous job, candidates you have hired, etc. Use these contacts to gather as much information as possible about the candidate that includes work ethics, external activities and culture fit.
Follow-up
Don’t keep the candidates waiting to know the outcome of the interview. If you aren’t sure if they make a better fit for the company call them up front and reject them or invite them politely to take up a follow-up test/assign a project to come to a conclusion. It’s normal human tendency to avoid conflicts, but having the conversation in the moment without hindering the confidence of the candidate is what makes the process more pertinent.
While these hacks can be handy for any sized team, a prior plan and strategy is required. We love talking to people about their pain points in hiring.
