In the run up to our technology event this Thursday, 26th September (you can book your complimentary tickets to the morning and afternoon sessions now) we are hosting blog posts from some of our exhibitors. This one is provided by Technically Compatible.
From conversations with IT recruitment veterans it’s clear that one of the greatest challenges they face is identifying and hiring the best IT talent. This sentiment is echoed not only by consultants but also by direct recruiters who must also wrestle with the task of reducing the risk of a bad hire.
From constructing complex cryptic puzzles or binary search questions to using candidate initiated skills benchmarking, many have dismissed such tactics as having little merit in a modern, progressive recruitment process.
Indeed, Google’s VP of People Operations said earlier this year that ‘brainteasers are a complete waste of time’. He qualified his statement, saying: “How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t predict anything. They serve primarily to make the interviewer feel smart.”
It’s a compelling argument. Plus, such tactics pose a significant risk of alienating the already limited IT talent pool. The once hip, off-the wall selection methods of high profile players are being replaced with tactics aimed at engaging candidates and truly leveraging the employer brand.
Where does that leave technical testing? Thankfully, there’s a world of difference between such brainteasers or scattergun testing, and objective, structured aptitude tests which assess whether an individual candidate possesses the required competencies for a specific role. In reality, technical testing is a world apart from the cryptic questions and puzzles that Google used to use as standard.
In fact, increasing numbers of recruiters are turning towards competency tests, as they recognise the value and transparency they bring to the technical recruitment process. As a totally objective way to test candidate competencies as they relate to a particular role.
Technically Compatible’s experience shows that technical testing has an important role to play – both for recruiter and client. Recruiters can use tests both as a selection tool, to ensure candidates being put forward for interview do have the skills they claim, but also as a means to attract candidates in the first place.
For clients, tests allow them to streamline the recruitment process – candidates come to them for face-to-face interviews having already been screened by an unbiased, skills based means. The client can even get involved in this level if they so wish – by authoring or reviewing the questions asked to ensure they reflect the job description.
This introduces a greater level of transparency into the process as well as fostering trust between agency and client, as the reasons behind decisions to reject or retain candidates is evidenced. And these hard facts can be used further when giving feedback to unsuccessful candidates.
Using testing to complement existing recruitment techniques truly is a no-brainer. Surely the means to objectively assess candidates’ suitability for individual roles is the holy grail of recruitment?
If you are coming to the event on Thursday you’ll be able to get a speed-pitched product demo from Technically Compatible during the afternoon session.
