Hiring Strategies

This article has been updated on 8th December 2021.

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Many things are easy in life; hiring and building a competent technical team is not on that list. However, including pre-employment or technical assessment tools in the recruitment process can greatly help recruiters identify talented developers.

When leveraging pre-employment tools, the key aspect is to be able to create accurate tests for a given role. Choosing an appropriate assessment tool that allows flexibility as well as automation while generating online coding tests is much needed.

To help you get an objective measure of ability in potential candidates by creating coding tests as per your specific requirements, HackerEarth Assessments allows the creation of coding tests in four different ways:

1. Based on skills
2. Based on job descriptions
3. Based on job roles
4. Custom tests

Let’s break it down for you:

Creating tests based on coding skills

We understand that many developer roles are similar across organizations, but specific skills can vary significantly. Hence, HackerEarth allows skill-based recruitment test creation for over 50 different skills ranging from basics such as C and C++ to more advanced topics such as Big Data.

Let’s say you want to recruit a frontend developer with tech skills such as HTML, CSS, and JavaScript. All you need to do is:

Step 1:

Log in to your HackerEarth Assessment account by using your admin credentials.

Step 2:

Click on Create new test and select Skills.

Step 3:

Select the desired experience level.

• Junior hire (0 to 3 years)
• Mid-level hire (4 to 6 years)
• Senior hire (more than 6 years)

Step 4:

Choose the required skills from the drop-down menu or search for a skill by typing it in the search bar.

For more information on HackerEarth Recruitment Test, click here.

Creating tests based on job descriptions

A job description enables you to put together a list of skills and criteria that a candidate is expected to meet and it can form a great base to evaluate and benchmark a candidate’s performance.

Job descriptions include the following information:

• Job title
• Summary of the role
• Desired professional experience
• Skills required for the job
• Educational level and desired qualifications
• Job ID
• Other details like a company overview, responsibilities, work environment, perks, and more

HackerEarth Assessment lets you create carefully-curated tests based on job descriptions. Built on NLP, the platform extracts the skills and experience from the description (mentioned above) and creates an assessment best suited to evaluate a candidate.

This feature extracts five crucial or majorly-required skills to select questions. The numbers and difficulty level of questions are determined based on the years of experience mentioned in the job description.

To create a test based on your job description, follow these steps:

Step 1:

Log in to your HackerEarth Assessment account by using your admin credentials.

Step 2:

Click on Create new test. Select Job description (JD) to upload your requirements for the role.

Step 3:

Click Add your job description to write your requirements between 100 and 1000 characters. You can also upload or drag and drop a file from your system file that contains the required job description by clicking Upload your job description.

Step 4:

You can view and edit the following details in this step.

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To know more about creating tests based on job descriptions, click here.

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Creating tests based on job roles

HackerEarth Assessments lets you create tests based on specific job roles or profiles that your organization requires. This method helps you create a standardized test for a given job role. The platform will suggest the skills relevant to the selected job role and add/modify the skills and experience to create the test.

For example, if you are required to assess software developers, the platform will suggest the required skills for a software developer and create a test based on those topics or skills.

To create a HackerEarth test based on the job titles, follow these steps:

Step 1:

Log in to your HackerEarth Assessment account by using your admin credentials.

Step 2:

Click on Create new test and select Job role.

Step 3:

Select the job title for which you want to create the test (For instance, Software Developer.)

Step 3:

Once you select the job role, this is how it appears on your screen.

Step 4:

You can view and edit the following details in this step.

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To know more about creating tests based on job roles, click here.

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Creating custom coding tests

Custom tests on HackerEarth Assessment allow you to create a test customized to your needs. It allows you to build a test from scratch by selecting desired questions from the library or adding your own custom questions.

To create a custom test on HackerEarth, follow these steps:

Step 1:

Log in to your HackerEarth Assessment account by using your admin credentials.

Step 2:

Click on Create new test and select Custom.

Step 3:

You will be redirected to a dashboard where you can create your own questions or select questions from the pre-built question library. Additionally, you can change and modify the settings as per your requirements.

Advantages of using HackerEarth for creating coding tests

1. Extensive skill coverage: Offers over 1000+ different skills ranging from basic to advanced topics, ensuring comprehensive test creation for various roles.
2. Customization and flexibility: Allows for the creation of custom tests tailored to specific needs, along with options to choose from pre-built questions or add custom ones.
3. Integration with job descriptions: Utilizes NLP to extract skills and experience from job descriptions, enabling tests that are closely aligned with role requirements.
4. Role-specific test creation: Facilitates the development of standardized tests for specific job roles, with suggested skills relevant to the selected job title.
5. User-friendly interface: The platform's intuitive design makes it easy to create and manage tests, enhancing the user experience for recruiters.
6. Advanced analytics: Provides detailed analytics and insights about candidate performance, aiding in more informed hiring decisions.
7. Scalability: Suitable for organizations of various sizes, supporting both small-scale and large-scale recruitment processes.
8. Enhanced candidate experience: Focuses on a smooth test-taking experience for candidates, which can positively influence their perception of the hiring company.

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To learn more about custom tests, click here.

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Try using these features and let us know how they work for you.

If you need any help on how to use them, write to us at support@hackerearth.com and we will be happy to help.

If you’re new to HackerEarth and want to create accurate coding assessments, sign up for a 14-day free trial.

In February 2020, Career Karma published a report on the state of the coding bootcamp market, which revealed a few interesting key findings. These helped shed some light on the current state of coding bootcamps—covering everything from the industry’s profitability to graduates’ employability.

The extensive report is based on data from 105 bootcamps and 133,392 of their graduates. It should be noted that the report, however, excludes university bootcamp graduate statistics. For a more in-depth explanation of the methodology, check out the full report.

Some of the highlights are explained below.

Market size

In 2019, a total of 33,959 students attended one of the 105 coding bootcamps studied in this market analysis, representing a 4.38% growth since 2018. In 2020, the figure is expected to grow to an estimated 35,446 students. Meanwhile, tuition revenue in 2019 was approximately $460,733,000, which saw a 4.81% increase from $439,581,000 in the previous year.

One of the reasons for this growth is the increased flexibility. As global society changes to embrace the fourth industrial revolution, so do the process of hiring, especially in the tech industry. A college degree is not a mandatory requirement anymore. This gives more opportunities to those from underserved groups who otherwise wouldn’t be able to have a well-paid profession.



Another reason is that bootcamps are focused on providing better outcomes for the students. The main objective is to help them get a job in tech, which prompted bootcamps to structure their entire course to make this possible. Some bootcamps also offer innovative career support programs and employer partnerships to ease the process for their graduates.

The final factor that contributed to the growth is the affordability of a bootcamp education, in comparison to a standard four-year university degree. According to the report, “For four-year degrees, the average annual cost of going to college—including tuition, room, and board—was $26,593”. Meanwhile, the average tuition for attending an in-person bootcamp was $13,293 in 2019, and the average tuition for an online bootcamp was $14,623.

Income share agreements (ISAs)

The income share agreements (ISA) is a financing model that allows students to receive a fixed amount of money from an organization and pay it back when the student is successful at finding a job. Having ISAs as an option is another factor that influenced the growth of the bootcamp market.

In 2019, 27 US bootcamps offered ISAs to their students. The average terms were a 38-month long commitment, $42,476 minimum income threshold, 13.8% income-share percentage, and a $32,754 payment cap.

Students feel more reassured to make time and financial investments when they know they will only start big payments after securing a job in the tech industry. Some schools don’t even demand payment if the student fails to land a job. This means the schools will put real efforts into connecting them to the labor market upon course completion.

Bootcamp graduates

Last year, the top five metropolitan areas in terms of the number of bootcamp grads employed were: New York City (46 bootcamps), San Francisco (33 bootcamps), Los Angeles (21 bootcamps), Seattle (18 bootcamps), and Washington, D.C. (16 bootcamps).



The top five courses offered on bootcamps were web development, software engineering, Data Science, user experience (UX) design training, and digital marketing. The top technical skills that were taught included React.js, Git, Node.js, jQuery, and Ruby on Rails. Bootcamps also offer soft skills in the likes of leadership, management, public speaking, research, strategy, and teamwork.

Top employers

When entering a bootcamp program, the main objective of the student is to find a well-paid job and they may worry that top employers won't take them seriously. While professionals with bachelor’s degrees are still preferred in the tech industry, the high demand can’t be fulfilled by universities alone.

The report cited an Indeed study that found that most employers demonstrated a positive perception toward coding bootcamp grads. It said, “72% of employers think bootcamp graduates are just as prepared and likely to be high performers as candidates with computer science degrees”.



In fact, it is revealed that the top five companies that have employed the most bootcamp grads as of 2019 were Google (588), Microsoft (361), Amazon (330), Facebook (250), and JPMorgan Chase & Co. (238).

However, it should also be noted that coding bootcamp grads still constitute to be a small portion of these companies’ workforce. To illustrate it better, Google, for instance, has a huge workforce of over 184,000 employees.

Largest acquisitions

The top three acquisitions in the bootcamp sector in 2019 were 2U’s acquisition of Trilogy Education Services ($750 million), Chegg’s acquisition of Thinkful ($80 million+), and Bridgepoint Education’s acquisition of Fullstack Academy ($17.5 million + 2.5 million shares).



The acquisitions in this sector are helping to consolidate the bootcamp industry. Many companies that aren’t directly in the business are acquiring bootcamps to expand their services in the education industry. The consolidation is also to accommodate some bootcamps’ needs for short-term revenue growth, at the cost of building a sustainable business model that would succeed in the long run.

Conclusion

The report concluded that bootcamps have gained traction in recent years as a response to the growing need for talented technology workers in the labor market. It gathered that there is still a lot of room for the expansion of the bootcamp market by using approaches such as increasing online course offerings. Lastly, the bootcamp model is seen as an effective pathway to a career in tech, which could suggest the same level of success if bootcamps branch out to include other disciplines.

An eye-opening look at hiring strategies during a recession: What to expect and how to prepare yourself for it.

Do you remember the Great Recession? The hemorrhaging of American jobs accelerated at a record pace at the end of 2008, bringing the year's total job losses to 2.6 million or the highest level in more than six decades. Fast forward to today—countries around the world are feeling significant economic pressure and talks about another recession in 2020 are only getting louder. Many employees have lost their jobs and companies have withheld pay.

In contrast to the underlying financial cause of the 2008 recession, the current crisis is rooted in a health emergency. Many believe that it might cause far-reaching, unexpected economic repercussions.

However, Lou Adler, CEO and founder of The Adler Group, says that the scale of temporary unemployment and lay-offs today is a short term problem.

"In 2008, the business crashed and there was no financial support. Now we have people who do not want to hire anybody and save money. But I see it as a short term problem and not a long term one. Given this scenario, I advise recruiters that their hiring strategy has to be different. We have a different set of financial conditions and we must take a more strategic approach." — Lou Adler

Lou laid out a few pointers on the approach that recruiters and hiring managers should take during a global economic crisis, especially if they plan to hire people.

Strategy 1: Know where you stand

Not all businesses feel the same pain during economic downturns. There are some organizations that do not go out of business and are financially stable. On the other hand, there are some organizations where the business model is fundamentally challenged and they fight for survival. Hence, it is imperative to realize where you stand and take measures accordingly. If your business is done and you want to keep on growing, pause for three to six months. For those that are facing a recession for the first time, it is important to stay focused and become more agile. Your plans may have been scrapped, but the change in the economic climate can also foster new areas of opportunity.

Strategy 2: Always treat your candidates well

Hiring during a recession is a whole new ball game. Usually, it is a candidate-driven market, but now there are more job seekers than jobs available. This gives you the liberty to attract and recruit talent at lower pay, relocation, and so on. However, you must always keep in mind that this approach could cost you in the long run. The same hire you lowballed into a low salary will be the first to leave when the economy bounces back to normal.

Strategy 3: Be quick and efficient

In current times, your candidate management and selection process need to be quick and efficient. One way to do this is by not relying on resumes. A resume is not an indicator of what a person is capable of. Hence, you must ensure that an automated email goes to every candidate’s inbox when they apply for a job at your organization. The email should ask candidates to describe a system or project that they have worked on—something that they are proud of or one that they have worked on recently.

“It doesn’t make any sense to try to match a resumé to a person. However, if you look at someone's best project work, you have a good sense of what the candidate is like. There's a lot of people out of work today. I just want talented people out of work. But you cannot figure how talented a candidate is from a resume.” — Lou Adler

Strategy 4: Build a talent pipeline

Tough times need a proactive recruitment strategy, and one way to do this is by building a strong talent pipeline. Understand which roles are critical to reaching your business goals, and gain visibility on any future growth and expansion plans, or planned projects. Start by building a talent pool of internal candidates who have the potential to succeed in any key role. Identify key competencies or skills that need to be developed to ensure they're ready for the next step. Also, encourage an employee-friendly referral program.

“Recruiters must build a pipeline of top, very strong candidates for potential jobs that they'll be hiring for when the economy bounces back. They should use referrals for building networks with potential candidates. They should talk and reach out to them and build a good relationship.” — Lou Adler

Amid economic downturns, recruiters around the world are facing some obvious difficulties and struggles. When asked about what recruiters can do if they have been laid off, here’s what Lou has to say:

• Learning and upskilling should be a critical area of focus for recruiters. First, recruiters should list down their skills and figure out what’s in high demand. Secondly, they must understand and work on an approach on how they can be an expert in that field. This way, they will be in a position to eventually get a job when the economic recovery starts.
  
  “I don't mind someone who is out of work, particularly when it's not their fault. My advice is, get better, take training, do project work, volunteer for something. But don't just sit around complaining that you're not getting paid. And if you're really good during a training program, somebody will find out that you're really good and they'll hire you.” — Lou Adler

• Track what the market looks like every week. Leverage the rich repository of data that is available easily on the internet and find out about the number of relevant open job positions available in the market today.
  
  “Research. Read reports. How many open positions are there for jobs that I want to be in? And then when you start to see those jobs opening up, you know that the recovery is a month or two away. And I would probably do it for three or four different jobs in my area of expertise and my location. That would be a pretty simple way of figuring out whether the market is welcoming jobs.” — Lou Adler

Every recession has presented various challenges for everyone, making it difficult for organizations to strive and survive. However, they have also ushered an era of opportunities for new-age industries to sprout and shape consumer behavior for decades. We should remind ourselves that this too shall pass and prepare your strategy for hiring in a post-COVID world.

Every corporate job opening receives about 250 applications. Google receives millions. And only about five thousand candidates are actually hired every year. Though Google’s hiring process is quite similar to any other company, some specific features make it unique.

The most essential one is Google’s automatic screening process and this article will help you learn more about it. Knowing how to get through it will prepare you for landing any corporate job as a programmer.

What You Need to Know About the ATS

What is Google or any other company looking for in their potential employees? Does age or social background matter much? First and foremost, organizations are on the lookout for talented, creative, team-oriented candidates who can think outside the box and resolve complex issues to get meaningful results.

Apart from the importance of standing out during an interview, let’s first consider some preliminary processes of sorting out candidates’ resumes. It’s about beating the ATS! The interview may be hard, but getting to it is still much harder. However, a great programmer resume can help you overcome this hardship.

An ATS is applicable for enterprises and small-level businesses. It works similar to customer relationship management (CRM) systems and is used for recruitment tracking purposes. An ATS uses special criteria such as keywords, information about schools attended, former employers, years of experience, and skills to filter applicants. These criteria should be considered while optimizing a resume to the needs of a specific company. The whole system is a screening bot, and your first task is to get past it.

That is why you need to focus on creating a perfect resume. Try to make it as short and clear as possible, highlighting your hard and soft skills, gains and achievements, and successful school projects and coursework if you are a newbie in the job market.

In the case of Google, no one knows for sure how its automatic screening process is organized due to the “super-secret” search algorithm. However, there are some keywords that are undoubtedly relevant to a specific job description.

So, to start with, read the job description thoroughly and visit the corresponding website to get some extended information about the job opening and its requirements. Some other minor tips may hint at making your resume as concise and well-organized as you may need to improve the chances of your resume getting through bots.

To beat any job tracking system, you need to follow some essential recommendations concerning structure, style, and keywords.

Structure is everything

The first tip is about making your resume structured and easily browsable. Keep it as simple and friendly-looking as possible. Bear in mind the following key features to get this result:

1. Start your resume with your full name and the job desired/you are applying to.
2. Use common headings and subheadings like education, skills, work, experience, etc.
3. Try to avoid tables and charts, columns and graphs, pictures and other images.
4. Do not utilize specific colors and fonts (keep it black, Font 12).
5. Avoid spelling mistakes because they can prevent your resume from being scanned accurately.
6. Place your contact details in the resume body.

In short, avoid everything that may confuse the bot.

Focus on keyword optimization

Bots are usually looking for keywords, and this is indisputable. Hence, do the research! Find keywords that are most relevant for your industry and for the position you are applying for. Try to provide plenty of them to be sure, but keep your resume sounding natural.

You may want to visit the company’s website and find the list of qualifications needed for the vacancy. If you do not want to be tracked immediately while doing this research, use a reputable VPN that allows P2P traffic to make yourself unrecognizable. If there is still a lack of information, regarding reviewing some other vacancy descriptions on reliable job sites or use a certain keyword finder to make this optimization process easier.

Stay away from buzzwords

Don’t use generic terms or buzzwords such as ‘engaged’ or ‘highly motivated.’ They have become so trite that some companies put them in their blacklists.

When describing your soft skills, try to use words that highlight your personality and some specific traits that may be useful or required for the software developer or programmer position you are applying to.

Career consultants often recommend using AI resume builders to avoid clichés, grammar, and spelling mistakes, and help you pass the ATS and land your dream job.

LinkedIn profile matters

Most companies will check your social media profiles before hiring you. Make sure your LinkedIn profile is perfect because it is the first place they will look at. Take care of all the information and photos there—they need to be consistent and relevant to the purpose. If you still don’t have a LinkedIn profile, try to get it instantly because this is a basic tool used by employers to search for their potential candidates.

Even if you know how to answer all the basic programming interview questions, you may get lost while being asked about some specific details in your profile which do not coincide.

Pro tip

Last but not least, don’t be too specific. Of course, you should not omit all your employment dates, experience and education, personal qualities, and contact information from your resume. However, all this data needs to be relevant to the position you are applying for.

Show that you can provide value for the company, and HRs may get interested in hiring you even if you do not have all the necessary skills for the job. On the other hand, if the information given by you in the resume contains many minor details and specifications that do not correspond with the requirements of the position at all, you may be rejected by screening bots at the first stage of hiring already.

To conclude, proofread and check the relevance of your resume to the company’s needs and requirements. Remember that your task is to go through the whole recruitment process smoothly and to bag the position you have been dreaming about for a long time.

Even if you don’t mean to get hired by Google, getting past the ATS is the primary concern because it is widely used by companies nowadays. Using some tips from this article, you may spare yourself from the need of rewriting your resume over and over again.

Once you learn how to avoid common mistakes in your great programmer resume and how to make it friendly and acceptable for any screening bot, you will feel that your further interviews will become the easiest part of the whole hiring process.

Now that I’m older and my resume

is too long for you

Will you still be sending me a meeting invite?

Strategy session with a quick bite?

If I’ve been out on caregiver leave

Would you lock the door?

Will you still need me, will you still hire me

Now that I am 54?

Kerry Gates is the Director, MCB Community Professional Development and Communities Executive Event Producer at Microsoft. She has been a prominent voice in the space of Diversity and Inclusion and has been instrumental in building diverse teams and organizations resulting in high-impact, result-oriented workplaces. We first came across Kerry's poem on Ageism, When I'm 54, on Linkedin. These are her views on ageism in tech.

1. People have different definitions for ageism. Some define it based on stereotypes, some on prejudice and some on age. How would you define it?

   Well, the dictionary says and I am paraphrasing a bit, the discrimination of a person based on their age. In this instance I’d say anyone over 45 /50 is headed into the ageism in tech.

2. Is ageism a myth or does it actually pose a serious threat to the tech industry?

   Yes it does pose a threat. Why? The industry will miss out on a great deal of the market if they are not looking at the over 50 demographic and to do that effectively you need to have the over 50 demographic working on the solutions.

   It is pretty simple; almost all new technology is designed for use by younger people. Designers and manufacturers are deliberately ignoring the over-50s when creating new products and services. Quite logically, older people choose not to use products that have nothing to offer them. By not targeting products to an older demographic, the industry is reducing the customer base by half, not to mention dollars.

   This data is old, like 4 or 5 years but the 50+ population has an estimated $2.4 trillion in annual income. Don’t know about you but I am not keen to leave that kind of cash on the table. So why is tech? If you don’t understand me I am not buying from you.

   

3. Wow! ageism in tech is a real problem which needs to be tackled right away. Kerry, do you know of any instances where candidates were biased due to their age?

   Yes but not people who are willing to go on record. That’s the issue, so many people are embarrassed. Many people remove jobs from resume’s to not look like they have been in the workforce for as long as they have. You won’t even get a phone interview.

   Every year since the early days of the dotcom bomb, when I lived and worked in San Francisco, I interview regularly-at least once a year. Not that I want another job, but to keep my skills fresh and my interviewing up to date, it changes. I should mentioned my search tends to be outside of Microsoft as I am not really looking to leave and want to have a tougher experience in the interview. Internal can be tough but it is still internal, so a bit more open.

   What got me going was this last year I could not get a bite at all-The recent experience, well it sucked. Once I removed 10 years off of my resume and downplayed my longevity in the industry, I was able to get a phone interview and some feelers, but no in person. I mean what do I do, take off 20? That’s just so screwed up.

4. How can candidates overcome age discrimination in a job interview?

   I think sharing how you are keeping your skills up to date, the way you view learning. Give examples of how you are always learning and experience does not breed complacency.

   

5. What are some ways companies can tackle ageism in tech?

   Set up reverse mentoring. Be honest and highlight it. Recently our CMO did just that and invited an older worker to share their experience with the rest of the org. It was great and eye opening for others. Just like any kind of discrimination, meet it head on with honesty and address it. I also think make the case for those dollars not coming to your business. It is the ethical thing to do, including others and not being judgmental on someone’s age, but also geez the group 55-64 outspends all adults in nearly EVERY category. * US Consumer Expenditure report/ survey

It is about time companies took measures to combat ageism in tech. Tech’s youth driven culture and workforce could make some developers and engineers feel obsolete. The best way for developers to combat ageism is to never stop learning and when you’re hiring senior engineers, it’s always good to consider the whole story and incorporate a bias-free screening process. Let our go-getter's guide to diversity hiring in tech lead the way.

This post has been updated on October 19th, 2022.

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Welcome to the last episode of #NetflixandHire! Over the last couple of episodes, we’ve learned that sometimes what you see is not what you get, why you shouldn’t judge a book by its cover, and why you need to think outside the box when it comes to tech screening and hiring. Doing this is a sure-shot formula to reach those ambitious tech hiring goals you’ve set for yourself.

P.S. If you haven't already gone through our previous episode, here you go! - Episode 3: How to up your collaborative hiring game in 2020 ft. Breaking Bad

Source: Reddit

For our finale, we’ve chosen a show that everyone is obsessed with—Stranger Things. This show has just enough intrigue to keep a seasoned pro on their toes while giving us major ‘80s nostalgia. The reason why we chose this show for this particular episode is the main protagonist, Eleven, aka El. If you’ve watched this show, you’ll know that the first impression anyone has of Eleven is of a helpless runaway who’s been subjected to something terrible. When she takes refuge at her soon-to-be-friend Mike’s place, you’d only feel sorry for her. But 20 minutes into the show, you’ll see Eleven channel her telekinetic skills to actually topple a truck while on the run from her abductors, giving us a goosebump-worthy moment when we least expect it🤯

Source: Amino Apps

Now think of it. If El was a resume you were screening, would you actually consider her a worthy candidate? With her shaved head and hospital gown, many would just judge her by her first impression and add her to a pile of other resumes that didn’t make the cut, thus disregarding her actual skill set.

And then there are the ‘Jim Hoppers’ who claim to have the skills but rises to the occasion much later (for the uninformed, Jim Hopper is the sheriff in El’s town who conveniently ignores the sinister events happening around him initially).

Source: The Geek Heral

78% of resumes contain misleading statements, while 46% contain actual lies!

This is precisely why you need to hire based on skills if nothing else. According to staff.com, a tech giant like Google receives close to 2 million job applications in a year and with recruiters spending an average of just 6 seconds looking at a candidate’s resume, there is a high chance of overlooking potential ones.

The key takeaway—Seeing someone’s skills in action is a far better indicator of their performance than their CV

Here’s how you can measure how good a developer is at his job.

Screen coding skills before interviewing a developer in person

Incorporating skill-based assessments in your tech screening process is a sure-shot way of bringing only viable candidates to the interview stage. This also gives more bandwidth to your hiring managers to assess these candidates further on technical skills in the upcoming interview rounds.

Skill-based assessments allow you to create tests for a variety of programming skills ranging from basics such as C and C++ to more advanced topics such as Big Data.

Create a take-home coding test for free

Why skill-based hiring should be your go-to

1. You reduce the time to hire

Time to hire measures how quickly a recruiter is able to hire a candidate. Skill-based assessments reduce the number of tech screening rounds, thus reducing the time to hire.

A skill-based assessment can bring down your time to hire by 50%!

2. You reduce your cost per hire

The cost per hire is the total cost involved in hiring an employee. Technical assessments allow you to hire at scale at much lesser costs.

A skill-based assessment can save 87% of your hiring cost!

3. You improve the quality of tech hires

Quality of hire is the value a new employee brings to your company. This depends on how successful you are at finding candidates who are the right fit for your organization. Skill assessments can help you screen and shortlist talented developers quickly.

70% of the candidates who passed a skill-based assessment ended up getting hired!

4. You can scale your tech hiring

As your organization grows, your hiring requirements also grow. Skill assessments help you scale your hiring process through automated candidate screening, allowing you to screen more candidates in less time.

Companies have sped up their hiring cycle by 98% through assessments!

5. You can increase recruiter bandwidth

Recruiter bandwidth is the time and resources at the disposal of a recruiter. As all tactical aspects of hiring are taken care of by the skill assessment platform, it frees up more time for recruiters to concentrate on other aspects of hiring.

A skill assessment platform can increase recruiter bandwidth by 66%!

Now that you’ve discovered all the benefits of skill-based assessments, it’s time you started using them for screening and hiring developers. Also, if you’d be interested in trying out an assessment tool for yourself, you can sign up here.

We hope you’ve learned some great lessons over the course of #NetflixandHire. It’s time I went back to binge-watching more TV shows and I will be back with more content soon. Until next time. Till then, #NetfixandHire! 😎