From the moment you place an advert for the position to sending the official offer of employment, there are so many intricate stages of the recruitment process that implies cost and investment of your time. Not a single stage can be missed, or you could end up hiring the wrong candidate, and worse, then having to start the hiring process from scratch.
When it comes to IT skills, it is essential that the necessary assessments are carried out, more so when it comes to computer engineers and developers. The most accurate way to test these skills is with coding tests and real-world challenges.
We could still carry out in-person code interviews or tests, but if you have a large number of applicants, this is going to be time-consuming. Not every company may have space or resources to be able to do this. Plus, there can be a tendency towards bias and errors on the recruiter’s behalf.
The great thing about online code testing is that software solutions are available for all companies large or small, from startups to industry leaders like Adobe. They are cost and time efficient as well as removing any potential bias. It also provides a candidate with positive employment experience. All of this, while still finding the best recruit for the position.
Statistics vary but it can cost an average of $15,000 to hire one recruit. The cost of a bad hire can be as much as $100,000 and so it is essential that we use the tools available to make the right decision. Below, we have 6 reasons why you should be using online coding tests to find your next recruit.
- You can access a candidate on more than just their CV
As soon as you pick up a CV, we begin to create unconscious bias regarding a candidate, we like the university they went to or we don’t like the area that they live in. Also, when it comes to developers, excellent qualifications don’t always imply an excellent developer. An online coding test enables you to access skills, possibly even skills they haven’t listed on their CV.
- You can evaluate international talent
For the candidate, taking an international position can boost their CV. They may also find more opportunities than in their own country. For the employer, hiring someone from a different country enhances the company culture, creating stronger teams.
Rather than risk hiring an international candidate, invest in relocation packages, etc., carrying out an online coding test will guarantee that this person has the right skills for the position.
The convenience for candidates may increase the number of candidates applying. Passive candidates, those who are already employed and not actively seeking a new job, might not be able to get the time off work for an in-person interview. The flexibility of an online coding test means candidates can take the test when they are ready and relaxed, allowing them to do their best work.
- Store candidate details in case of further openings
With permission, you can keep the candidate’s details and test scores on file in an internal talent database. To save time when you have another position to fill, you can open your database that could be ordered in test scores or skill abilities. Having access to candidates who you know already qualify will save huge amounts of time.
- ATS integration
You might already be using some form of Applicant Tracking Systems (ATS). There is now some online coding test software that will easily integrate into your existing ATS. This will revolutionize your recruitment system and provide you with a more detailed overview of candidates.
- A faster process
If you have to do your code test in-person, you are going to need the space and resources, and depending on the number of candidates, it could take a while. If each candidate can perform the test online, you can evaluate large numbers of candidates at the same time.
How to Choose the Right Online Coding Test for Your Business Needs
This very much depends on the needs of your company. The first thing to do is to be sure of the programming languages you’re with to assess. There is little point providing a test that has multiple languages but none of them relevant to your project.
At this point, especially for the non-tech recruiters, it is worth consulting with your IT department. Speak to the developers because they will be able to provide the best insight into the languages and even tasks that the candidate could perform during the test.