The dialogue around technical interviews being broken is packed with a distinctive array of beliefs and heated Twitter exchanges for years now. However, the bottom line is: with more than just one popular testing method, how can recruiters and CTOs know which method will lead to companies hiring the right tech talent?
The crux of any tech hiring process lies in first filtering out the candidates who don’t have the technical skills for the role early on in the process before the senior developer and candidates drain time in a face-to-face interview. While this is a critical objective, what about the candidate experience? The accuracy of your testing? The possibilities of bias and false positives creeping in and all other factors that contribute to building a successful recruiting strategy.
We highlight 5 reasons why real-world project-based testing trumps programming challenges and it needs to be a part of your hiring process:
1. Real World Tech Projects help you assess a candidate's on-the-job skills:
Real-world tech projects offer far more potent and insightful assessments of candidates than rushed in-person or virtual white boarding or testing that is based on solving puzzles. While coding tests and programming assessments assess a candidate’s coding skills, they often heavily neglect other skills required in real engineering teams. For instance, you might filter out a candidate due to his ability to invert a binary tree and find the median in an array but does it demonstrate the candidate's ability to build and solve real tech problems while performing tasks in a team? Real-world testing allows you to create realistic scenarios based on the actual work and evaluate the results based on the candidate's on-the-job performance.
2. Real-world assessments enable you to shorten your interview cycle:
You read it right, real-world assessments can help you restructure your interview rounds and potentially cut the interview rounds by 50%. Here’s how: Real-world assessments not only test a candidates’ real coding skills but enable you to get definitive insights into a candidates technical acumen which are often gathered through over two rounds of in-person interviews with your senior developers. Besides this, these insights are backed by data not guesswork.
Skuad’s CTO, Naman Singhal remarks: "Real-world assessments are definitely interview grade and gave us the same data in 3 clicks which earlier took more than two interviews with our senior engineers.”
3. They boost your candidate experience:
Contrary to supervised programming rounds or timed coding tests, real-world projects give candidates the flexibility in two spectrums: time and creativity. Most developers love building things but hate solving puzzles. Real-world assessments in developer-friendly IDEs allow candidates to do much more you could do at an in-person interview.
You build the same atmosphere that you have when you have to solve a real task in a workspace. However, take-home assessments need to pave a way to a system where both candidates and employers can benefit from the process. Your hiring process should enable an experience that aids learning for the candidates as well and provides them with quality feedback. If you’re looking to attract the right candidates, then your hiring process shouldn’t like an undergrad end semester final.
3. Real-world project assessments reveal more data points than any other tests:
Solving a real-world problem not just demonstrates a candidate's programming abilities but test cases, code quality metrics and system design as well. Besides this, they often convey a candidate’s passion for software development, communication abilities and project management skills. The tech automation platform- Codejudge’s real-world project assessments reveal 127 data points including integration level testing helping you gauge the same information in a single test that you might not uncover even with a series of interview rounds.
4. Real-world assessments help you eliminate mis-hires:
The tech industry often faces the challenge of not hiring the right candidate. The cost of a tech mis-hire often extends 74% of the salary of a developer’s annual salary. The specific nature of the technical interview process means that many job candidates try to spend weeks or months training specifically for the technical interview, rather than for the actual job they’d be doing. You don't have to be amazing at algorithmic problems to be able to design and implement profitable software. Real-world testing has a far greater impact on eliminating mis-hires with its ability to capture a candidate’s prowess to think through complex problems that require input from multiple perspectives.