With the COVID-19 pandemic irrevocably shifting most recruitment to online, companies should pause and rethink the technical hiring process. No longer does the mighty CV serve as the golden ticket to recruitment. Instead, advanced hiring technology is refocusing the spotlight on skill and expertise. Read on to learn why today's technical interview process isn’t a process at all.
The traditional recruitment process was designed for face-to-face interaction where HR schedules one-on-one appointments with numerous applicants. But the advent of work-from-home arrangements and online recruiting is evolving the process. Gartner reported that 86% of organizations used virtual interviews to hire candidates at the beginning of the pandemic. This trend is expected to become the “new standard” even after COVID-19-related restrictions are lifted.
The technology sector is well-poised for the change if only recruiters and team leaders are prepared to set the bar for remote hiring as the new normal. This preparation means rethinking the traditional technical interview not as a segmented process but as a screening tool characterized by fluidity, performance, and efficiency. Let’s take a deep dive into each characteristic below.
With the availability of online meeting software and technical evaluation tools, there is no longer an excuse for following the segmented process of traditional interviews. We have all been there—getting a call, scheduling an appointment, rescheduling, waiting in line, finally meeting HR, and waiting for the final call. Technical interviews should condense all these in-person steps into one for a fluid assessment flow.
It’s no secret that a lengthy hiring and interview process is a major pain point for technical job seekers and recruiters alike. Shortening the interview process leaves plenty of time for skill assessment, which is the core of technical hiring.
It also produces a more fluid interview pipeline where more applicants move through the hiring funnel than an in-person interview process. With tech talent in high demand, speed is essential to secure the best from the rest.
This is where technical interviews can set the golden standard for equitable hiring. The best technical assessment platforms are meant as a screening tool for skill, not attractive resumes. Talent is often overlooked because of non-negotiables such as a university degree or lack of experience with a top company. Good candidates are also passed over on the merit of race, gender, or ethnicity. Such prejudice is a loss both to employers and applicants alike as the market concentrates on a select few and neglects equally qualified candidates applying for the same position.
A performance-based technical interview solves this issue by emphasizing performance as the main criteria for the job. Applicants are evaluated through simulated challenges that mimic real-world scenarios. Best-in-class technical interviews provide applicants with typical tools in a similar environment to showcase their expertise. An excellent technical interview process also uses clear criteria for scoring, which further eliminates bias.
Candidates who are a proper fit for a skill-based position are only too happy to prove their worth in a bias-free and performance-based technical interview. When skills are assessed for their own sake, everybody wins.
As the technical interview process is simplified to the essentials, candidates move through the hiring funnel faster and in greater numbers. Evaluation time is shortened, and recruiters can quickly make an offer to the strongest candidate on their list.
Candidates, too, can expect to hear from a recruiter sooner than later and make their decision. This accelerated process is a great boon to those who invest time in skill challenges such as coding and programming. Efficiency in the technical interview process creates a positive candidate experience that benefits both the company and the applicant.
The technical interview process should act as a screening tool for talent and skill. It creates a good candidate experience and saves companies time and effort when done properly. A technical interview process is fluid and efficient, condensing in-person steps into one, so there is plenty of time for a thorough skill evaluation.
Filtered is disrupting hiring by shaking up the technical interview process. AI and machine learning power our end-to-end hiring platform to remove unconscious bias from technical recruitment. You can find best-in-class simulation environments for code, front-end, SQL, data science, and DevOps challenges to test candidates' expertise and performance in job-specific scenarios. Filtered also enables live video interviews that provide more insight than an in-person meeting.
What’s more, our platform is equipped with candidate authentication and anti-fraud measures. Filtered helps eliminate bias so you can focus on assessing skills. We are proud to say that we have helped companies fill positions in an average of five days and increased interview-to-hire from 4% to 60%.
Filtered is a leader in skill-based, data-driven recruiting technology. We help you focus on skills, spend time reviewing the most qualified candidates, and streamline workflows. We’ll help you humanize hiring while also applying data-driven techniques to select the right candidates. To get started, contact our team today or register for a FREE demo.