Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
From cold-calling and newspaper advertising to technology-driven processes, the recruitment landscape has come a long way. The millennium witnessed an increased dependence on social media hiring, networking and job portals, and video interviewing for hiring.
With technology disruption, the demand for tech candidates has also risen. However, the use of technologies that can be used to automate the tech recruitment process to a large extent is taking time to get adopted. Most SMEs are still using very basic technology to trudge through the recruitment process.
In the current candidate-driven market, attracting the right tech talent is getting tougher and extremely competitive. The good pool of tech candidates is getting more opportunities than ever, while tech recruiters and hiring managers are still getting their hands around the new technologies that are changing the whole recruitment experience. With new roles and latest technologies, the expectations of tech candidates as well as tech recruiters are changing.
Hiring developers and tech professionals is becoming a challenging task for most organizations. While some companies are trying to devise interactive ways to engage tech candidates in the recruitment process through exciting coding challenges and interview questions, another league of organizations is completely revamping the entire recruitment experience to facilitate hackathons, virtual games, chatbots, and other interesting technologies.
Here are some new and upcoming technologies that are agile and intelligent, and help improve the efficiency and productivity of the tech recruitment process:
Traditionally pre-screening took up a lot of time, for recruiters had to sift through hundreds of CVs to shortlist candidates for the following stages. Not only was this exercise extremely time-intensive, but it also didn’t guarantee a thorough and scientific search. However, digital transformation has brought with itself faster means of sourcing candidates with a click of a few buttons. The time taken to gather and sort through hundreds of CVs has decreased immensely ensuring that tech recruiters and decision makers get more time to engage with candidates during the screening process.
Sophisticated application tracking systems (ATS) have already made inroads into the hiring process, making the job of tech recruiters so much easier. The next step is to integrate ATS with powerful forces of machine learning and artificial intelligence to automate the process further. These can be trained to screen resumes just like a human recruiter, based on a pool of data, with pre-decided consideration factors and other post-hire statistics. ATS and their future versions can automate parts of the recruiting process that are time-consuming and repetitive.
When used correctly, ATS and their evolved versions can be a great help to recruiters who tackle volumes of resumes daily. Usually, ATS are multi-purpose and can be used for resume parsing, keyword search, demographic filters, automated emails, and resume storage for later use.
ATS help streamline information in the available resumes and perform a search by keyword (job position, skill, etc.) and/or by various filters (location, educational qualification, years of experience, application date/source, etc.). ATS can also perform the same search through social media sites and job portals. Most ATS have an in-built feature of automated emails to inform the candidates if they have been shortlisted or rejected. ATS also serve as a reserve for resumes to be contacted later when a suitable position opens.
More and more companies are gamifying their hiring processes to retain the interest of candidates. Hands-on skills testing through an interactive and interesting exercise allows for both candidates as well as recruiters to make better decisions based on real-time performance.
While most interviews still start with “tell me something about yourself”, gamification can test various competencies through different stages in a game and help break the monotony of traditional methods. Gamification can be used to assess the cognitive, behavioral, and knowledge breadth of a candidate.
A fun way to not only break away from the complexity and tediousness of the traditional interview process, integrating gamification in the recruitment process has helped organizations conduct a focused and relevant screening process.
The world is globalizing at an incredible pace, and so is the tech recruitment landscape. More than 40% of organizations are turning to video interviews to usher in a new way of selecting tech candidates, especially in the case of long-distance candidates.
Video interviews are redefining the future of tech hiring with their live code evaluation ability and behavioral analysis. Video interviews could be one-way interviews, which are prerecorded to be sent to the employer, or two-way interviews, which are a live conversation between the candidate and employer through a webcam. Video interviews are location and time-agnostic (in case of one-way interviews), thus ensuring the convenience of the candidate as well as the recruiter.
Video interviews are a great time and cost saver when interviewing multiple tech candidates. It allows organizations to consider a bigger pool of candidates without geographical constraints, and as the last step, choose to fly in the qualified candidates for a face-to-face interview. Video interview technologies with live code and behavioral analysis ability are a great way to have a one-stop shop interview process which includes skill testing and personality assessment in the same package.
Apart from CV screening, AI-based technologies like chatbots are a great way to speed up communication and help candidates stay updated with the recruitment process by answering commonly asked questions and asking basic questions about a candidate’s experience, skill, and knowledge base. It greatly improves the experience of the tech candidate, keeping them well-informed while saving a great deal of time of the recruiter.
The battle for top tech talent is driving the tech recruitment landscape today towards adopting contemporary technologies. The last decade has witnessed a rapid transformation of the tech hiring process, and this transformation is only just beginning. Organizations are putting their innovation gear in action to source the best quality tech candidates. More and more companies are leveraging technology to make better hiring decisions and create a better recruitment experience for both the candidates as well as the recruiters. The change is here, and it is inevitable. It is the right time to make your hiring process efficacious. Ultimately, these emerging new technologies will continue to benefit all the stakeholders involved in the hiring process. It is high time for tech recruitment to catch up with tech innovation.
Originally published July 5 2019, Updated August 5 2021
Bhuvi is a content marketer at Mercer | Mettl. She's helped various brands find their voice through insightful thought pieces and engaging content. When not scandalizing people with her stories, you’ll find her challenging gender norms, dancing to her own tune, and crusading through life, laughing.
Hiring a coder requires HRs to go beyond conventional hiring practices and assess the candidate on both knowledge and hands-on skills. A holistic suite of assessments and simulators, used in conjunction, can simplify the technical hiring process and better evaluate programmers and developers.