Most coding tests are needlessly difficult. Our analysis on results from tens of thousands of coding tests shows that more difficult questions on coding tests are less effective in screening candidates for technical roles.
The screening signals that recruiters typically use: resumes, Github profiles, StackOverflow activity, qualifications and previous employers are noisy. Here's how we circumvent the typical issues with the traditional techniques used in tech hiring, by transforming the screening process.
A comprehensive guide on hiring Ruby on Rails developers with insights on roles, responsibilities, and salary trends.
Fascinatingly termed recruiter ghosting, this phenomenon of recruiters suddenly ceasing communication has affected job candidates everywhere for years now.
Recruiters must be thoroughly aware of the skills they are searching for, and accordingly, match profiles with the right candidates to better streamline the hiring process.
Recruiters find it difficult to sift through volumes of candidate resumes, especially in the backdrop of growing rates of attrition and hiring, giving them more reason to switch to efficient recruiting means, such as recruitment automation.
The important thing to keep in mind here is that a well planned pre-employment test is designed to eliminate unqualified candidates, not to select the top performers of the test.
While the underlying expectations with regard to career advancement and compensation will still be among the most important aspects for candidates, there are new factors that emerged with the pandemic that changed expectations both from the perspective of an employer and an employee.
Interviewers often say that they use these questions to "see how a candidate thinks", or "see if they can think out of the box", or "see how they think under pressure" or some excuse of that sort. This claim isn't backed by research.
A lot of hiring managers like to use the questions a candidate got wrong in the assessment, and delve deeper into that concept to understand if the candidate is a quick learner.
Often developers without the required experience list .NET on their resume, making it hard for you to identify the right developer for your role.
In a world where candidates exaggerate on their resumes, here are the most important things you should keep in mind if you're hiring Android developers.
Engineer resumes are often inflated, and might not present the true picture. Relying on self-reported skills makes you vulnerable to making a bad hire.
The role of proactive recruiters is similar to that of marketeers/ sales people because it is focused on building relationships and closing when the time is right.
Situational interviews are quite similar to behavioural interview questions, except they are focused on the hypothetical future scenarios, whereas behavioural interview questions dig into past experience.
AI-powered tools also eliminate bias from the hiring process. An AI does not have an ego, or does not look for familiarity in the candidate enabling it to make better, and more objective decisions than a conventional, low-tech recruitment process.
Screening developers is tricky, since an estimated 85% of candidates lie on their resume. Recruiters typically use online screening tests like the Java Online Test to do the first round of screening and shortlist the top 20% qualified candidates that they can present to hiring managers/ clients.
An RDBMS (Relational Database Management System) is the database software itself, which manages storage, querying, updating etc. The RDBMS is the system, and SQL is the language used to interact with the system. Here's what you need to know about SQL as an IT recruiter.
With almost 1B users globally, Excel is the #1 platform for analyzing data, finding information, creating charts and presenting reports. The simple user interface, intuitive workflow, and lack of need for technical know-how is what prevents endless attempts by other tools to replace Excel futile.
If your job description is poorly written or vague, you run the risk of inviting too many unqualified candidates to apply, which can make the screening process significantly longer and harder for you. Imagine having to read through hundreds of resumes to find only 3 candidates who are qualified!
Most engineers today frown at the idea of completing a coding test, and over 50% straight out refuse to do status quo assessments (based on our research with 100+ companies in SEA). Here are the most common reasons why.
Coding tests come in many different forms, and not every assessment would be right for every company. We wrote this quick guide to help, because we know that on the outside all solutions look just the same.
At Adaface, our subject matter experts design coding tests by carefully understanding your role and requirements. We sat with them to breakdown their process to set up coding tests that are in line with job requirements to reduce false positives and false negatives.