The hiring process typically has a basic structure, tweaked by businesses and individuals to fit their needs. Traditionally hiring developers was the primary way of bringing in new employees. However, due to the COVID-19 pandemic, it became clear that the traditional methods may not be the best.
Thus, recruiters and hiring managers started looking at what was wrong with the traditional hiring process. Here’s what they found.
The Traditional Hiring Process
First, let’s explore the traditional process of hiring. Resumes are submitted, then reviewed by the recruiter or hiring manager. Next, there would be an interview over the phone followed by an in-person interview.
As resumes were sent in, the hiring manager, recruiter, or hiring team would personally go through each one. They generally went into this with a set of criteria such as:
- The use of certain words in the resume
- A record of relevant experience
- Some form of degree (often preferred from a highly accredited college)
- A list of previous reputable employers
For candidates that didn’t include this information in their resume, they may have been excluded from the hiring process. Each of those points previously served as indications to the person hiring that candidates with good credentials and experience meant that he or she was hard-working and trustworthy. Unfortunately, judging candidates based on those elements only eliminated qualified individuals who would otherwise have been considered—and potentially out-performed the other candidates.
While they are called ‘phone interviews’, these were actually video calls where the hiring manager or recruiter could see the candidate. Typically used to observe candidates as they complete simple tasks, phone interviews were very flawed in the hiring process. Often, the tasks given weren’t standard real-world applications the candidates would face. Additionally, they were asked to explain their process. It wasn’t a realistic approach to interviewing them.
Aside from the obvious restrictions during the pandemic, in-person interviews were a hindrance to the hiring process for a similar reason to phone interviews. The hiring manager or recruiter could see the candidate, but this also invited unintentional bias. Appearances occasionally played a subtle role in a company’s culture or certain physical characteristics unintentionally became a preference. Such bias was unfair to the candidates and the lucrative business a good employee could bring in.
Enter Online Coding Assessments
The implementation of online coding assessments instantly decreased bias while aiding in properly assessing developers’ skills during the hiring process. By giving these assessments first, candidates had a chance to demonstrate their skills and experience. The prep time on the hiring end was much lower than the time taken to set up individual interviews. These tests could also eliminate unqualified individuals. As long as the assessments were created with non-biased tasks or questions, the recruiter or hiring manager should receive a varied candidate pool as well.
An important thing to note was the importance of setting up an online assessment that didn’t undermine candidates’ skills but didn’t overestimate them either. Thus, having experts construct the assessments was a better option if companies could afford it. Ultimately, the care put into an online coding assessment made the hiring process much smoother and simpler on both ends.