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Tech Recruitment Strategy   | 1 Min Read

Hiring A Great Coder, Even If You’re Not One

Written By Debarshi Nayak

In a market as disruptive as it is today, the key to winning the innovation game is your people. A talented team will give your business the best chance of surviving in the new world, and finding them starts with your recruitment strategy.

A top executive once pointed out, “if you really want to know if someone is funny, don’t just ask them, make them tell you a joke.”

Recruiting technical talent is particularly challenging. A survey conducted by Harris Allied Tech Hiring and Retention found that 50% of executives were concerned about hiring the right technical talent. Coming as a much-needed respite to recruiters, assessment tools help alleviate these concerns by improving how you find, assess, and hire candidates, thus saving precious resources so your managers can spend their time assessing the right candidates.

Recruiting tech talent requires special skills, and tools

A lot of recruiters would agree to the fact that hiring a great coder is incredibly difficult, especially if you’re not a coder yourself. One of the primary problems hiring specialists face is the inability to verify what the candidates proudly proclaim on their resume.

If you have no clue about coding, it’s impossible to know if your candidate’s self-certified skill set will actually materialize. And we are not even going into the intricacies of comparing candidates on the same profile.

Gamifying the System

Recruiting experts say gamification through coding simulators can significantly increase people’s interest in job openings, while projecting an innovative image of the employer. However, the most important benefit of simulators is their ability to deliver accurate previews of applicants’ future job performance.

According to Karl Kapp, professor at Bloomsburg University in Pennsylvania and author of The Gamification of Learning and Instruction, this approach gives programmers thought-provoking and job-relevant problems to solve. Kapp says, “If programmers figure them out, the game keeps taking them to more-difficult problems, and at the end, they might get a job offer.”

Open Source Competitions, or Hackathons

In other words, a talent magnet.

Companies hiring technical talent like coders are increasingly relying on hackathons conducted with the help of coding simulators to identify talent—a technique that has the dual advantage of building a strong talent pipeline while also providing an objective assessment of results.

Recruitment is an expensive and time-consuming process. According to a report by Deloitte, 85% of candidates drop out during the recruitment process, and only 3% of developer candidates are actually hired.

These numbers stand to prove that a lot of your resources are being spent evaluating candidates that don’t have the right skills. And boy is that a lot of money you could have spent better. Technical assessment tools will help you hire people with the right skills, who perform well and are more likely to fit into your organization. By getting it right the first time, you can also reduce turnover and improve your talent predictions.

Topics: Tech Recruitment Strategy

Originally published April 29 2019,updated June 29 2019

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