This blog post is based on the twenty-first episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan. You can

This blog post is based on the nineteenth episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan. You can

This blog post is based on the eighteenth episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan. You can

This blog post is based on the seventeenth episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan. You can

This blog post is based on the sixteenth episode of the data-driven recruiting podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan. You can find

With so many candidates and varying qualification levels, it’s easy to spend a lot of the team’s time trying to determine who will stand out. With assessments, you’re looking to automatically determine whether someone is going to do well at each step.

We’ll unpack the top five mistakes we see in technical recruiting, starting with number five.

The best way to understand early technical hiring is by the numbers. With the utilization of LinkedIn data, we can determine where candidates went to school, and subsequently, where they are going to work.

The democratization of education is here. So, what exactly does that mean for recruiting? Whether we realize it or not, education has had and continues to have a significant impact on hiring. It’s not always easy to see the connection, and that’s because it takes a while for it to propagate.

Using assessments, especially at the top of your hiring funnel is a key component of making the selection process fair. But, with the introduction of assessments comes the need to validate the results you’re getting while avoiding any adverse impact.

When identifying talent data sources, it’s essential to focus on accessibility and accuracy. Just because a candidate may have one source readily available, doesn’t mean it’s highly accurate. And those that are accurate may not be widely used. Let’s jump into the top five talent data sources and see how they rank.

The future of resumes is changing, and we want it to be for the better. We’re jumping into the discussion and sharing what they could and should be, versus what options would only perpetuate the status quo.