Skills-Based Hiring: Using Job Simulations For Technical Hires

Businessman selecting the yellow block in the shape of a person out of a group of plain person-shaped blocks

With the changing job market and the large demands for tech professionals, it’s important to get ahead of the competition. By identifying skill gaps within the department, hiring decisions become easier. The best way to do this is by implementing skills-based hiring into your hiring process. This process uses data-driven recruiting technology and other techniques to encourage candidates to showcase their strengths and weaknesses. 

Skills-Based Hiring is Better Than Traditional Recruiting

Skills-based hiring is taking over the traditional recruiting method for good reasons. The traditional hiring methods don’t work anymore. Since the COVID-19 pandemic started, it’s common to see companies that have shifted into virtual environments full-time. This provides better flexibility to candidates and recruiters. The traditional hiring process did not provide the same flexibility and posed interviews to focus on the wrong things. Instead of focusing on the candidate's true skills, recruiters were focusing on trying to run the interview perfectly with scheduling conflicts, proximity issues, and grading. Skills-based hiring with data-driven recruiting technology takes these tedious nuances and streamlines the process so recruiters can focus on the actual evaluation. Instead of grading each paper test individually and taking away resources and time, take-home tests can be virtual and automatically graded to provide a baseline for each candidate's skill set.

Another reason the traditional recruiting method doesn’t work anymore is that it forces recruiters to focus on pedigree and not potential. Education differs vastly from how it used to be with the availability of knowledge online. Some of the best candidates may not have a formal education in the position requirements. As technical positions become more complex, the assessment of skills and qualifications becomes more complex. Skills-based hiring helps to find the talent for the job easier than before and by proxy, eliminates future turnover

As the competition gets stronger and more industries need tech professionals, the supply thins but the demand increases. Skills-based hiring is not only for ensuring the best candidate but also for making quick decisions. With skills-based hiring, weeding out unqualified candidates becomes easy.

Adopting Skills-Based Hiring Into Your Hiring Process

 illustration of a person in the center of all their skills

To adopt skills-based hiring practices, your recruiting teams will need data-driven recruiting technology. Without these tools, it’s challenging to make the switch smoothly. Analytics, insight tools, artificial intelligence, code screening, simulated environments, and other features help the relationship between your recruiting team and skills-based hiring. These tools help automate tedious tasks in the hiring process so recruiters can focus on the candidates and assess the information to make the best decision possible. 

Utilizing Analytic and Insight Tools To View Candidate Skills

The objective of skills-based hiring is to identify the skills necessary for the position in each candidate and then hire the most qualified one. The first step in identifying these skills is to screen the candidate's resumes. Resume screening provides insight into the candidates, such as:

  • Prior experience
  • Soft skills
  • Hard skills
  • Education
  • Background

The issue with resume screening is that, when done manually, it can take hours to go through multiple resumes. It also presents the opportunity for bias to sneak into the process. Humans are innately biased and could impose those biases on their view of the candidates before meeting them. Artificial intelligence resume screening can provide the same insight into the candidates from their resumes without bias and with a fraction of the time. The AI sends the information to a candidate profile for recruiters to view after the fact. 

Identity verification and interview fraud detection are also important for skills-based hiring. While virtual hiring is more beneficial to schedules and distance issues, it poses a threat with fraud and inaccurate results. Utilizing identity verification and interview fraud detection can eliminate those threats for recruiters to identify skill sets accurately.

With analytics and insight tools, recruiters can also identify skill gaps across departments that can be used when looking for a new employee. To create strong teams capable of solving most problems, it’s essential to fill these skill gaps with each new hire.  

Code Screening Candidates With Simulated Scenarios

The best type of skills-based hiring is simulated job interviews. These interviews mimic real-world scenarios the candidates may have to navigate when on the job. Putting these candidates in realistic scenarios provides realistic insight into whether they are qualified. Virtual environments can now replicate on-the-job environments for candidates to utilize. Integrated development environments (IDE) can run and save code to candidate profiles for recruiters to assess later. This is the same with virtual whiteboards. Candidates can create diagrams for planning, visualizing thought processes, and more. 

Encouraging candidates to showcase their unique skill sets is important in skills-based hiring. Therefore the questions and scenarios should be worded properly to allow candidates to do just that. Multiple-choice questions don’t necessarily showcase these skills. When providing a take-home test, candidates should have the capability to talk through their answers on video and run snippets of code.

Real-World Scenarios To Test For Candidates:

  • Full Stack Developer - Using this pre-written HTML and CSS, write a dynamic email contact form in PHP that sends to a specific address
  • Data Scientist - Create a code in Python that identifies duplicate values in a dataset for a variable given by user input  
  • DevOps Engineer - Using a virtual whiteboard, draw out the DevOps Toolchain diagram
  • Quality Assurance Engineer - Given code that runs with errors, debug and fix the logic to provide the proper output

Filtered: Skills Based Hiring Made Easier

Recruiters are the backbone of every successful company. Providing recruiters with the tools and integrations necessary for their success is crucial. Unfortunately, by providing tools and integrations that are not synced, recruiters may waste more time switching between them, causing ineffective habits. Finding a hiring platform that includes all the above tools and integrations in one is important for efficiency. Luckily, Filtered provides the necessary means to set up your recruiters for success. 

Filtered is a leader in skills-based hiring. Our end-to-end technical hiring platform enables you to spend time reviewing only the most qualified candidates, putting skills and aptitude at the forefront of your decisions. We’ll help you automate hiring while applying objective, data-driven techniques to consistently and confidently select the right candidates. To get started, contact our team today or register for a FREE demo.