The best way to recruit for tech roles is by using pre-assessment tests. These can help you filter candidates based on their knowledge without the risk of creating bias around gender, race, or credentials.
Tech professionals are always in high demand so hiring good tech is always a challenge. But even a bigger challenge for recruiters is filtering the first round of resumes. While in non-technical roles a telephone or chat interview can be enough to gather insights on whether the candidate is worth hiring, for tech jobs a more thorough assessment of skills is needed.
Here is how to use pre-assessment tests to improve the tech hiring process.
1. Find the right tool assessment test provider
Finding the right tool to use is the first step in the tech hiring process. You should choose a pre-assessment tool that can be integrated with your applicant tracking system for maximum benefits. You can set up the test as part of the hiring process and apply the test scores of the candidates to their profiles to get a complete picture.
This integration also means that scores are available for all hiring managers and interview panel members at any time.
2. Choose or design the coding challenges
When you choose a pre-assessment tool, you need to choose or design the coding challenges. Most of the test providers have numerous challenges available in libraries from which you can choose.
But before that, you need to understand what you want from the candidates. This way you can ensure that the test will evaluate exactly what you want.
3. Consider the number of tests and the length of each one
Keep in mind that longer tests mean a lower completion rate. The standard duration for a pre-assessment test is 30 to 40 minutes. And remember that candidates in search of a job are most likely applying to multiple places – stick to as few tests as possible to ensure that they can afford to give time to your hiring process.
4. Establish the scores by testing your in-house team
Testing your employees and using their scores as a reference can be very useful to set minimum and maximum requirements for the test. You need the hired candidate to be able to work with your existing in-house team and you do not want to send them a test your employees can not complete. Ask your employees to take the test, establish an average score range, and use that to evaluate the candidates.
5. Use the pre-assessment test in the right stage of the hiring process
It is very important to include the pre-assessment test in the right stage of the hiring process to optimize the cost and efficiency. Apply thorough initial screening to ensure that only the best candidates move on to the testing phase. You can use a pre-assessment test before the initial screening if you have a larger volume of candidates but most recruiters prefer to use them between the initial screening and the interview.