The Role of Technical Assessments in the Recruitment Process

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Technical assessments are just a starting point

When recruiting new engineers, using code evaluation tools may be a priceless resource. No one wants to employ someone who hasn’t shown the ability to write computer code and solve programming challenges. When it comes to hiring, many firms get bogged down with the idea of having someone take a test and then ranking them based on that result alone. If you’re getting an accurate evaluation, you’ll get more information than simply a number. As a starting point, it should provide you with a framework to create your process.

When it comes to recruiting software developers, evidence-based evaluations are ideal. Additionally, the work they do enables you to go back and review it as you continue to hire new employees and screen out those who don’t perform. If you’re hiring a developer, why not offer them a coding task to accomplish and then ask them how they’d enhance their design under certain circumstances?

A candidate’s insight should always be the primary focus of technical evaluations. These insights may be mined to the fullest extent possible using the greatest talent assessment tools. Your team may analyze consistent work samples generated through work sample-based exams like coding assessments that require developers to create code. When paired with scoring rubrics and AI, good evaluation platforms enable your team better to grasp the quality of a person’s work rather than simply their capacity to finish it.

Create a structured interview process

The most reliable technical interview method is one that is structured. More consistent outcomes and better-recruiting judgments are the byproducts of well-structured technical interviews. Because they reduce insights into distinct recruiting signals that can be measured and used to make data-driven decisions, behavioral interviewing methods also make it significantly simpler to compare applicants when evaluating huge numbers of prospects at once.

Consider how you’ll assess your candidates’ performance while developing your interview questions and skills. This feature is often seen in many applicant tracking systems (ATS). Add your evaluation hiring signals into the mix so that everyone can view a candidate’s whole skill profile in one spot.

Limit what you use the whiteboard for

On-site or remote interviews using a whiteboard are common in traditional technical recruiting procedures. The practice of asking developers to write code in a foreign form on a whiteboard has come under fire in recent years since it is seen as an archaic interview technique. As a result, it places the developers in a situation they are not used to. Whiteboarding, on the other hand, is not without merit. People use whiteboards at work, so think about how you may utilize a whiteboard in the real world. Transform the whiteboarding process become a work sample in and of itself.

For open-ended design challenges, limit whiteboarding to technical exercises. Just recall how many sessions your group had had in the past when a whiteboard was used to generate ideas. What can you do with a candidate to get them to submit ideas without requiring them to have a certain amount of background knowledge? Ask them what goods they use and select the one you’re already acquainted with, if possible. Consider showing a website design to front-end developers and asking how they would approach the whole implementation. What components and mobile optimization considerations will they have to put in place? Consider going through the inputs and outputs needed for a specific AI solution with experts in the field. Whiteboarding is an excellent tool for assessing “Technical Communication” and “Design Thinking.”

Friendly coding assessments

More than just having a candidate write code for you, technical skills may be assessed. Assessments that don’t require candidates to write code in front of a room full of people may look at a wide range of technical communication, design thinking, and problem-solving abilities. Candidates are more effective when they can naturally fulfill the position’s responsibilities. Write code at home and in an atmosphere that is familiar and comfortable to them to better prepare for their new job when it comes time.

But it doesn’t imply that you have to stop learning about how the candidate thinks. Recordings may let you see how their answer has changed over time. AI-powered coding evaluation services, like KillerCoder, may provide you with extra insights about applicant performance that you wouldn’t otherwise discover. As a bonus, you’ll save time by preceding extended coding sessions and get more knowledge in the process as well, so everyone benefits.

Utilize professionally designed coding tests

Having to build your technical assessments might waste a lot of time and provide outcomes that aren’t trustworthy. This is particularly true for developers with specialized expertise in areas where the technical evaluation was poorly constructed. Creating a test is a complicated task. What are the necessary technical skills to be tested? What is the purpose of this criterion? Whether or whether the content of the exam is accurate Is the coding challenge based on industry standards and best practices? Is the score accurate?

You want to ensure that any tests related to testing coding abilities are clearly stated and implemented. Have your team’s subject matter experts select from professionally prepared challenges instead of creating their own. This will save you time.

Code Reviews aren’t only for Pull Requests

Whiteboarding’s advantages may be used to a variety of methods. This is an excellent example. Pair programming with a candidate is possible by utilizing their own open-source code or code they developed for a prior coding assessment. Use the code as a starting point for debate, and go through the pros and cons of various alternatives. Ask the applicant how their code might be different if they had more time to think about it. Is there anything that can be done to improve the situation?

It’s good to utilize code the applicant is already acquainted with within these situations. If you provide them with code that they have never seen or written, they will be very anxious as they attempt to decipher the code in front of you. Be aware of the fact that if your process incorporates non-natural behaviors, you will produce weak hiring signals in your process. Avoid placing developers in unpleasant circumstances that might make them perform uncomfortably since they normally read codebases independently and not in front of an audience.


Creating the ideal recruitment process for hiring managers and their teams may be a difficult endeavor, but it doesn’t have to be. I hope this essay has given you some food for thought on making your technical recruiting process more efficient and reliable. Faster decisions and minimized biases may be achieved by using an evidence-based recruitment technique. The quality of outputs is ultimately determined by the quality of the inputs to your process, therefore get the best inputs possible.