find your hidden gem. how to assess technical talent
DESCRIPTION
Learn how to assess passive technical talent you have sourced and uncovered from non-convention methods and locations in order to hire the best engineers, programmers and data scientists for your company. Our webinar in partnership with Hackerrank helps you locate the best candidates for your company from culture fit, technical assessment to testing their unique skills, we cover all things technical. Understand what techies want and how to engage and assess them the best in our special technical recruiting webinar and webcast.TRANSCRIPT
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#HACKERRANK
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APPROVED FOR 1.0 HRCI RECERTIFICATION CREDIT
HRCI program number sent to you via email upon program completion.
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MEET JESSICA & TEJAL
Jessica Miller-Merrell
@jmillermerrell
Tejal Parekh @hackerrank
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# OF DEVELOPERS
# OF LANGUAGEs
# OFUNIVERSITIES
# OFCOMPANIES
964,000+ 33+ 250+ 1,000+
Community by the numbers
45,000+
# OFCHALLENGES
70-80
# OFhrs saved / hire
OUR SPONSOR
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Sourcing
Screening
Interviewing
ATS
● Source 10X with Codesprints
● Objective, faster screening with code
challenges
● Effective interviews with codepair
SOURCE, SCREEN, HIRE…. FAST!
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MAKING THE WORLD FLAT
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OUR PANELISTS
Steve Levy@levyrecruits
Kristin Orkney
@korkney
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A LOOK INTO THE TECH LANDSCAPE
TECH UNEMPLOYMENT RATES
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ASSESSMENT & SELECTION CREATES CONTINUITY
EMPLOYEE LIFE CYCLE
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ASSESSMENT FACILITATES CREATIVE TALENT ACQUISITION
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ASSESSMENTS MUST MEASURE SKILLS UNIQUE TO THE ROLE
• Customized to unique skills/qualifications• Provide in depth analysis beyond pass/fail • Are robust & technical in nature
ABERDEEN REPORTS AN INCREASE IN USE OF ASSESSMENTS FROM 2013-1014 BY 20%.
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OUR AGENDA
• What techies want?
• Code challenges - the new standard for technical
assessment
• RelateIQ’s model of scaling for growth
• Our tech assessment takeaways
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POLL QUESTION - #1
• What is most important to my technical candidates & hires? – Environment focused on learning/growth – Healthy sign on bonus & stock options– Great product/code– Beer Fridays – Working with friends
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WHAT TECHIES WANT• They want you to be honest; if you’ve never done the job for which you’re
recruiting, NEVER fake it – don’t be a pretender.• They want to know the REAL job not the tasks – the job description isn’t a
recruiting document.• They want to know the “contents” of the entire stack.• They want to discuss your problems – not get grilled about contrived CS 101
material.• They want a real mentor.• They want to be heard once on the job.• They want to have an impact – that’s mine
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WHAT TECHIES DON’T WANT
• They don’t want to do your recruiting for you.• They don’t want to be called at work. Period.• They don’t want death-by-interviews.• They don’t want stupid job titles.
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HOW TO REACH & ASSESS TECH TALENT?
• A/B Testing Your Process• How We Really Work. (Scrum, Agile, Waterfall, Paired, TDD, BDD, Design)• How Our Best Developers Work• Community Matters
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WHAT OUR TECH TALENT WANTS FROM RECRUITERS?
• 360 Relationships• Great Code• Humor• What They Really Want To Do
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WHAT’S IMPORTANT TO CANDIDATES
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POLL QUESTION - #2
• How do you assess your technical talent? – Traditional Interview– Online Coding Challenge– Technical Assessment – References/Referrals – Gut Instincts
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CODE CHALLENGESThe new standard for tech assessment
● Choose a pre-canned
challenge or customize
your own
● Invite candidates at scale
and let the tool assess
automatically
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1000+ applications
EMBEDDED CHALLENGESScreen tech candidates the way they’d like to be screened
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EASY, AUTOMATED SCREENING
● Platform screens and
assesses technical
strength
● Assigns score and stack
ranks
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INDIVIDUAL CANDIDATE INSIGHTS
● In depth performance
insight
● Code challenge screens
for technical prowess, so
can focus on culture fit in
interviews
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:: Resume screening time down
to 0
:: 60% reduction in time to
evaluate exams
:: 70% reduction in phone
interview time Saved 75 hrs/ candidate
883 invites
722 responses
162 candidates
COMPANIES INCREASING SCREENING EFFECTIVENESS
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POLL QUESTION - #3
• It’s more difficult to recruit technical candidates than it was 6 months ago. – Yes– No– Please help me
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RELATEIQ’s 3 RULES OF SCREENING
- Test candidate's technical ability right out of the gate
- Assessments must be technical and objective
- Assess for culture fit
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TWO OPTIONS
1. Code challenge: Complete before interviewa. Chosen by 75% of candidates; 0-6 yrs experience
2. Codepair interview: Assess coding skills during pair
programming interviewa. 25% candidates; senior candidates
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$20k
Savings in screening time
2$20k33% $20k50%
weeks/ yr of saved
engineering time
Improvement in technical screen to
offer ratio
RESULTS
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HOW TO FIND & ASSESS HIDDEN GEMS
• Use the real problems that are currently vexing you at work in your assessment process
• Consider non-traditional backgrounds and make sure your assessment does also.
• Get in the minds of your engineers
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QUESTIONS?
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LEARN MORE ABOUT . . . • Steve Levy www.b4j.co/stevelevy• Kristin Orkney www.b4j.co/korkney• Tejal Parkekh www.b4j.co/tejalparekh• Jessica Miller-Merrell www.b4j.co/jmillermerrell
Resources: June 2014 Tech Hiring Survey http://b4j.co/tech2014recruiting; Global Human Capital Trends 2014 http://b4j.co/hc2014trends ; How to Get a Woman Engineer’s Attention When Recruiting http://b4j.co/recruit-engineers; Free trial for HackerRank at http://www.hackerrank.com/
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HackerRank: Tech Talent Community
THANKS TO HACKERRANK
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APPROVED FOR 1.0 HRCI RECERTIFICATION CREDIT
HRCI program number sent to you via email upon program completion.