A New Generation of Skills-based Developers

skills-based software engineers

Over the past decade, we’ve witnessed a revolution in how information is accessed and consumed. From massive open online courses (MOOCs) to lectures published on YouTube.com, learning has been officially democratized.

As a result, talented individuals from across the globe are acquiring skills previously accessible only to those at expensive universities and learning institutions. Unfortunately, some firms have been slow to adapt their recruiting style to this reality, causing them to overlook an entire generation of coders.

On the other hand, a growing number of technical recruiters are embracing the skills-based movement. Unlike traditional resume-based recruiting, which is often riddled with biases and inaccurate assumptions, a skills-based approach can equalize the playing field for everyone.

Let’s take a closer look at why skills-based recruiting can be a win-win for any company hiring software engineers.

Skills vs. Fluff

Let’s face it — it’s not easy to measure an applicant’s technical competency for a skill. Sure, you have the candidate’s resume to go by, but how objective is that? To provide additional insight into the decision-making process, many companies will attempt to create their own assessments. Best intentions aside, such assessments can be difficult to administer and even more complicated to score fairly.

The ability to code is one of the areas where skill can be measured which is why skills-based recruiting is rising in popularity. Skills-based recruiting can help technical recruiters overcome resume fluff and hone in on candidates who possess the right mix of qualifications.  Within the CodeSignal community alone, there are more than 1 million pre-screened engineers who are actively engaged in building their skill profiles. Some skills-based platforms also offer integrated technical assessment capabilities, seeking to go beyond basic whiteboarding or algorithmic work.

Tapping into Hidden Talent

Another downside to traditional recruiting is its tendency to overlook those with nontraditional work histories. Take, for example, the stay-at-home mother who temporarily pauses her career to raise children. Although she continues to practice her skills every chance she gets, there’s little she can really do to impact her current work situation.

A skills-based model makes it possible for engineers with nontraditional work histories to knock down common employment barriers. From the employer’s standpoint, this can represent an exciting opportunity to tap into an underutilized source of talent.

“Elite” Shouldn’t Overshadow Skills

Most software engineers did not attend an elite technical university. In fact, some haven’t even earned formal degrees. Does this mean they’re unqualified by default? The sad truth is that many developers are ignored simply because they did not attend (or graduate from) an elite institution.

Skills-based recruiting overcomes this bias by starting with the developer’s technical know-how. Although educational experience may be relevant to the hiring decision, it should never overshadow a coder’s true abilities.

Empower Developers (& Your Company) with a Skills-Based Option

If you feel like you’re missing out on too many good developers, consider incorporating a skills-based option into your recruiting funnel. In doing so, you’ll add value to your company and further empower the new generation of developers.

Want to learn more?  Request a demo today!

Guest Post: AI Will Dominate Recruiting – So Prepare For Major Changes In These Areas

AI Will Dominate Recruiting – So Prepare For Major Changes In These Areas

Most recruiters are busy with their day-to-day work. So, some fail to realize that many recruiting processes and tools currently in use will soon improve significantly by the continual learning provided by Artificial Intelligence (AI). In addition, not only will AI and its advanced cousin Machine Learning (ML) make recruiting processes faster and cheaper, soon and in many cases are already adding significant new capabilities that were simply not possible with legacy systems. However, relax, this isn’t a job security issue, it’s an opportunity to improve performance with little effort on the recruiter’s part.

It’s quite common these days for the CEO’s from Amazon, Google, MS, Facebook and Apple to expound on how artificial intelligence and machine learning will dominate their businesses over the next few years. Even Vladimir Putin stated, “The country that leads in artificial intelligence will lead the world.” It’s also important to realize that in addition to contributing to the most visible product areas, like digital assistants and driverless cars, “Machine learning and AI are a horizontal enabling layer” says, Jeff Bezos of Amazon, meaning that AI will impact and improve every major function and its processes and decisions. Recruiting leaders shouldn’t be surprised that I predict that “machine learning will soon begin to dominate every major aspect of recruiting.” Just as previous technologies like ATS’s and CRM’s have already transformed recruiting. It’s important for recruiters to be aware that there is an upcoming wave of mostly vendor developed recruiting applications that assist in producing extraordinary hiring results because they include machine learning capabilities.

The goal of this article is to highlight the upcoming AI/ML and technology changes that are likely to occur in each of the major areas of recruiting.

 

The Top 15 Recruiting Areas That Will Be Most Impacted By AI And Machine Learning

The areas of skills-based recruiting and job/candidate matching that will be impacted are below. Note that they are listed so that the initial items in the recruiting process appear first.

Recruiting areas related to finding and attracting prospects

  • Advertising placement and content – Machine learning will continually improve your placement process for branding materials and job postings rather than relying on costly trial and error approach to advertising. This is critical because accurate placement is essential if you expect to get the right kind and number of applicants. Systems will continually learn by analyzing visitor cookies and response rates so that you place your highly targeted materials in front of the right people at the right time. Also, machine learning technology can help you continually refine your content so that it gets the highest response from your recruiting targets.
  • Your own website and social media – continually improve by firms using machine learning on their web and social media pages to better attract and continually engage your target audience. Software bolstered with machine learning will also be able to monitor and make you aware of both positive and negative comments that others make about your firm and jobs on the Internet and social media.
  • Finding individual prospects – during sourcing will become much more automated and accurate when augmented with machine learning capabilities. Automated sourcing programs will be able to find many more and better matches, based on the continually updated target profile that you develop as a result of feedback. There are already vendor packages that allow you to identify currently employed individuals (e., passives) that are likely to quit soon and prospects that are likely to be diverse.
  • Enhancing prospect profiles – can make the existing candidate profiles found on sites (like LinkedIn) more complete by supplementing them with additional information that a machine learning program will find on the Internet. Machine learning driven programs can sort through a prospects search histories, cookies and social media sharing. The additional information on a prospects interest, capabilities and behaviors might indicate that a candidate can do things that they haven’t done in the past. Once they apply, chatbots can contact an applicant directly to clarify unclear elements in their resume or profile.
  • Improving job descriptions and postings Recent research data has revealed that job descriptions and job postings can be dramatically improved so that the content better attracts your target audience. So, rewriting them can reduce terms that create a bias. Software can now help you reduce those biases and add content that draws initial attention and that attracts more qualified applicants.
  • Responding to questions – from potential or actual applicants is immensely time-consuming for recruiters. So many firms are already utilizing chatbot’s to answer questions quickly 24/7. The U.S. Army, for example, has been using its Sgt. Star chatbot for over ten years to answer its extremely high volume of questions. Chatbots can also periodically update a candidate status, once again saving recruiters time.
  • Personalize selling – Machine learning uses big data to identify the attraction factors and the elements of the firm’s employee value proposition that best engage certain personas (e., types of individuals). Rather than a “one-size-fits-all” approach, this allows you to make your attraction, marketing messages and personal communications more effective because they are highly personalized to the individual.

Recruiting areas after candidates apply

  • Resume sorting – with machine learning software uses the resumes of successful hires at your firm to find patterns and then it can use these past success patterns as a basis for predicting which resumes and candidates are most likely also to be successful when hired. If programmed correctly, resume sorting software can also help to eliminate a great deal of unconscious bias in resume screening and candidate slate selection. Machine learning assisted search programs can also help you find hidden or lost talent within your ATS database.
  • Matching people and jobs – Using matching programs supplemented by machine learning can help a firm determine if there are any, less obvious, jobs that an applicant would also qualify. Matching people with jobs will also be improved by looking not just at an applicant’s past job titles and degrees, but also at their skills and capabilities.
  • Interview scheduling – is time-consuming and dramatically reduces your speed of hiring. Fortunately, there is existing software that allows a candidate to self-schedule their own interviews depending on their availability.
  • Interviews – can be time-consuming, so it makes sense to automate the initial ones with a chatbot that provides personalized questions based on your job profile. Also, there already exists technology that allows the use of neuroscience tools like voice and facial recognition to assess aspects of video recorded interviews that no humans could detect. There are even voice modulation programs that can help you obscure the voice of telephone interviewees so that it’s harder to identify their gender and national origin.
  • Supplemental candidate assessment – in addition to traditional interviews. Natural language processing can check language skills and online technical tests and challenges can help to assess the skills of applicants. There are automated programs that can more consistently determine cultural fit. Eventually, virtual reality simulations will be able to supplement interviews by giving candidates actual problems from the job to solve.
  • Offer acceptance – based on the candidate’s persona and profile. Recruiters can put together offers that are more likely to be accepted while at the same time treating all genders equally when it comes to compensation.
  • Learning from hiring failures – By definition, machine learning processes continually identify mistakes and errors. Recruiting will have an ongoing failure analysis process that continually and automatically finds hiring and bias errors and their root causes, allowing recruiting processes to improve at a much faster rate.
  • Other technologies – in addition to AI/ML technologies. Block Chain may eventually make checking educational and employment credentials easier and more accurate. Skype and video technologies already make it much easier to interview remote candidates without requiring them to travel. Machine learning will make predictive analytics in the area of projecting the future trajectory of finalists (in the areas of performance, retention and promotions) much more accurate.

Final Thoughts

Although most firms don’t track it, the average failure rate of new-hires at all job levels hovers around 50%. For example, Leadership IQ found that when “they tracked 20,000 new hires, 46% of them failed within 18 months”. Former Harvard Professor and author Michael Watkins reveals that “58% of the highest-priority hires, new executives hired from the outside, failing in their new position within 18 months”. Part of this broad failure results from overworked recruiters, normal human errors and unconscious biases throughout the recruiting process. Fortunately, the machine learning technologies highlighted above will soon minimize those problems through automation and continuous improvement. The results will be hiring faster, lower cost and more importantly hires that perform better on the job (i.e., quality of hire), that are more diverse and with fewer hiring failures. Recruiters should also take note that as more recruiting transactions are automated, it will allow current recruiters to “raise the bar” and to move into the more strategic Talent Advisor role.

Finally, recruiters should also be aware that they will soon be recruiting many more individuals into machine learning roles. The share of jobs requiring AI skills has grown 4.5 times since 2013 (Source: Stanford).

Want to see how machine learning can help you find better technical matches for your open roles?  Check out CodeSignal Recruiter or attend an upcoming webinar.

About the Author:

Dr. John Sullivan is an internationally known HR thought-leader from the Silicon Valley. Specializing in strategic Talent Management solution. He is a prolific author with over 900 articles and 10 books covering all areas of Talent Management. Fast Company called him the “Michael Jordan of Hiring”, Staffing.org called him “the father of HR metrics” and SHRM called him “One of the industries most respected strategists”. He was selected among HR’s “Top 10 Leading Thinkers” and was ranked #8 among the top 25 online influencers in Talent Management. Dr. Sullivan is currently a Professor of Management at San Francisco State

If this article stimulated your thinking and provided you with an accurate picture of the future of technology in recruiting, please take a minute to follow or connect with Dr. Sullivan on LinkedIn.

© Dr. John Sullivan 5/2/18 for Codefights

Diamonds not Dirt

Diamonds not Dirt

Your product team just informed you that they need to hire five Full Stack developers – all by month’s end.

As the request sinks in, you begin to think through the monumental effort that will be required to pull this off. Hiring a single Full Stack developer is hard enough. But five all at once? Seriously?

Most recruiters in your shoes would commence the arduous process of posting ads and combing countless Linkedin developer groups and profiles. Part of you is tempted to do exactly that, but past experience tells you that there’s got to be a more efficient way to recruit talent.

So, what should you do?

Let’s weigh your options.

Does Quantity Ensure Quality? Probably Not.

You’ve probably heard it said at least a dozen times: “Recruiting is a numbers game.” And, if you’re relying on the traditional recruiting model, there’s probably some truth to that statement. After all, if you reach out to 100 developers on LinkedIn.com, you might receive a reply from two or three. Out of those who reply, only a handful will be interested in a career move. In other words, to build a viable pool of candidates, you’ll need to engage with hundreds of people.

This approach to developer recruitment presents a number of issues. Specifically:

Upfront Bottlenecks: Recruiting developers isn’t exactly the easiest thing to do. For starters, there are literally hundreds of programming languages, each of which has its own nuances and complexities. Before your recruiting team can effectively promote any job opportunity, you must become somewhat conversant with the subject matter. This may involve several conversations with in-house experts and existing development staff, who can be notoriously difficult to track down. All of this must happen before any job postings or outreach campaigns can go live.

Cost of Outreach: Once the details have been ironed out internally, your focus typically shifts to an aggressive outreach program. If there’s a budget for it, this may include the use of LinkedIn Jobs ads. With budgets as tight as they are, your team is usually forced to rely on manual tactics. However, filtering candidates, copying, pasting, and sending outreach messages, and updating an ATS (or spreadsheet) comes with a tangible cost. There’s also an opportunity cost worth considering. In a perfect world, your team would be engaging candidates – not spamming them.

Friction with Qualified Engineers: Speaking of spam, let’s be honest: Quality candidates are tired of being spammed by recruiters. As a result, your well-crafted message is probably never even being read, much less responded to. Hence the low response rates.

Few Diamonds, Lots of Dirt: Perhaps the biggest flaw of a “quantity over quality” approach is that it presupposes more dirt than diamonds. Going into it, you know that you’ll need to reach out to hundreds of developers just to get a few responses. Instead of yielding a bucket of dirt to sift through later, wouldn’t a better process deliver a shovelful of 1-carat gemstones? Yes, yes it would.

Focusing on Quality, Not Quantity

It’s clear that quantity does not guarantee quality recruits. But, what other option do you realistically have?

Due to the inefficiencies and challenges of manual, resume-based recruitment, an increasing number of technical recruiters are turning to skills-based recruiting. What is skills-based recruiting? In short, skills-based recruiting prioritizes the engineer’s skills over his/her resume, or LinkedIn profile. As you know all too well, resume-based recruiting is driven by “quantity over quality” because you can’t measure the skills on a resume. So, as a recruiter, you need to have a high number of candidates at the top of the recruiting funnel just to get a few interviews. By contrast, skills-based recruiting moves testing and assessment to the top of the recruiting funnel, providing an accurate measurement of the candidate’s skill level before you even reach out. It’s certainly an outside-the-box style of recruiting, but it’s one that is gaining popularity because of the results that it delivers.

 

Our CodeSignal Recruiter platform is the perfect example of skills-based recruiting in action. We start with more than a million pre-screened software developers. Many of them are actively looking for new positions, and we use our matching algorithm (along with a human touch) to match these engineers to open roles. This means you’re able to source higher caliber talent in a shorter time.

Not surprisingly, companies that have moved to a skills-based recruitment model are experiencing better response rates. Thanks to our proven matching technology, the response rate from candidates is 5 times greater than traditional recruiting channels used to target passive candidates. When the initial response rate is from candidates is higher, all your funnel metrics improve.

Replace Quality for Quantity

Many companies still fall into the trap of making recruitment into a numbers game — just because that’s the recruiting model they’ve used for years — but it doesn’t have to be that way. As you prepare to hire your programmers, give skills-based recruiting a try.

If you’re still feeling skeptical, here’s some additional good news: You don’t have to replace your traditional resume-based recruiting efforts on day one. Try augmenting your traditional process with skills-based recruiting and compare the results.  Check out CodeSignal Recruiter.

Why Experience Diversity Matters in Tech

Why Experience Diversity Matters in Tech

Diversity, as a concept in technical recruiting and hiring, covers a lot of ground. It can include race, gender, sexual orientation, age, and religion. Diversity can also include different thinking, working, and communication styles. But there’s one specific form of diversity doesn’t get a lot of press, but is extremely important for companies that want to build innovative engineering teams: experience diversity.

Experience diversity basically refers to having a variety of different life experiences and backgrounds. These experiences will naturally lead to different viewpoints and problem-solving styles. From the perspective of an engineering team, two important factors in experience diversity are a candidate’s schooling and their work history. When hiring engineers, a candidate who comes from an educational background that’s not the expected path for an engineer (a computer science degree, preferably from a “good” school) is bringing experience diversity to the table. And someone who comes from a different industry, or perhaps even from different starting career, also has experience diversity to offer to an engineering team.

Of course, people have other life experiences that impact how they work and interact with a team. These can include their cultural backgrounds and their geographic backgrounds. (Since different regions have different work expectations and norms, a developer who’s only worked in Silicon Valley will work differently than a developer who’s only worked in Dallas’s Silicon Prairie.) Essentially, when you are considering experience diversity, think about the ways a person’s lived experiences, both personal and professional, will inform their unique perspectives, strengths, and problem-solving tactics.

What happens without experience diversity?

Have you ever used a product and thought to yourself, Why didn’t they think about this very obvious issue? Often it’s because the people working on it didn’t even consider that use case! Homogenous teams tend to have fairly limited perspectives. People don’t know what they don’t know. And engineering teams can’t solve for problems they don’t know exist. So if a team is composed primarily of people who have similar experiences and backgrounds, there are problems and use cases that they simply won’t think of.

People with similar backgrounds are often like-minded because they have similar experiences to draw from. Consider the echo-chamber effect, where voices amplify voices that are similar to their own. Affirmation from like-minded colleagues creates a feedback loop that can squelch innovative, outside-the-box thinking.

Why experience diversity matters

Diversity is an asset to companies, and the whole engineering team benefits when it’s composed of diverse members. Psychological research indicates that members of diverse teams are more likely to question their own biases and look at problems from different viewpoints. Diverse teams are better able to think about issues from different perspectives, and work accordingly. Teams comprised of people from a broad range of life experiences are more innovative and adaptable. Since they pull from a variety of viewpoints, the teams can more rapidly assess and adapt to new challenges. Additionally, studies show that diverse companies are both more successful and more profitable than competitor companies that lack diversity.

Say your engineering team is composed solely of people who graduated with computer science degrees from large schools. They will necessarily think about problems and create solutions from that perspective. But if you hire engineers who came from different industries before becoming engineers, you’ve automatically injected new points of view into your process. Different experiences breed new perspectives! People who aren’t industry insiders bring fresh solutions to problems.

Get a broad range of perspectives beyond your company’s tech stack, your vertical, and beyond even the tech industry itself. Your company will give itself a serious competitive edge! In an industry that’s constantly changing and growing, experience diversity is extremely important.

Actionable steps

So how do you increase experience diversity in your own company?

Remove arbitrary barriers

Remove language in job descriptions (if you’re using them) that set up arbitrary barriers for interested applicants. Stating that the role requires a computer science degree or a certain number of years of industry experience are usually meant to indicate that a role requires a certain skill level. But a degree and years of experience are imperfect proxies for skills. And they often cause qualified candidates to self-select themselves out of the process! Remove limiting language like this. Instead, focus on the skills necessary to do the job successfully.

Use skills-based recruiting techniques

Skills-based recruiting, also known as skills-based hiring, uses machine learning to take inefficiency and human error out of the tech recruiting process. It helps you ensure a candidate meets or exceeds all the technical specifications for a specific position before you even talk to them. A tool like CodeSignal Recruiter Test helps you assess skills using an unbiased, automatic platform that circumvents people’s natural unconscious biases. When you hire based on skills, not on background and credentials, your experience diversity – and your overall diversity – will increase.

Widen your net

Recruit and hire people who come from outside of the tech industry. And be open to hiring people who might be in tech already, but come from different verticals or specialties. If the skills and the interest are there, they’ll learn about the particulars of your stack and vertical market, and they’ll bring exciting new perspectives. So instead of automatically rejecting a candidate because they don’t have a computer science degree or any relevant industry work, consider how their unique work experiences might enhance your team. Then send them a coding assessment and see how they do!

Be intentional

Having an engineering team full of people from diverse backgrounds doesn’t just happen by accident. When it comes to candidates, focus on skills first and foremost. Just because a candidate doesn’t fit your idea of what an engineer looks like, or doesn’t have the “right” background, doesn’t mean they wouldn’t be a great fit. That’s why it’s so important to have objective skill data to inform your recruiting and hiring processes.


People with diverse experiences will challenge assumptions and beliefs. These engineers will shake things up at your company, in the best way possible. So start hiring for experience diversity, and watch as your engineering team becomes even more innovative!

CodeSignal Recruiter is a skills-based recruiting platform for modern hiring teams. The platform gives companies the tools they need to source, test, and measure engineers. CodeSignal Recruiter will help you start focusing on skills and increasing experience diversity on your engineering team. Sign up today for a free demo!

Evaluating Engineers: A Guide for Recruiters

Evaluating Engineers: A Guide for Technical Recruiters

When you’re not an engineer yourself, evaluating technical talent can seem like a daunting task. For technical recruiters, the specter of this scenario constantly looms:

The candidate’s resume looked good. Your initial phone call went fine and didn’t raise any red flags. Maybe the person even did fine on the take-home coding challenge. But once they got to the technical phone screen – or worse, the onsite – you knew that something was wrong.

Or maybe the candidate didn’t get that far. The interviewer caught on to the fact that they weren’t qualified for the role during the technical phone screen, or maybe they bombed the take-home. But even if you caught them before they made it to on-site, the fact is that you had to spend time reading their resume, looking at their profiles, talking to them on the phone… Heck, you had to spend time just thinking about them. That’s time that you could have spent working on a candidate who was actually qualified and who would have been a good fit for the role!

Recruiters worry about accidentally moving candidates who aren’t qualified along to the next round, resulting in wasted time for the engineering team. But if you’re not technical yourself, sometimes it’s hard to separate the good candidates out from the unqualified ones. Why is this? It’s because candidates, especially the savvy ones, are very good at selling themselves, even if they don’t actually have the skills you’re looking for. The chief offenders:

  • Resumes & LinkedIn: Because they’re filled with self-reported data, carefully curated to be as alluring to you as possible, you’re only seeing what an applicant person wants you to see. None of that gives you any information about a prospect’s actual skills. Recruiters knows that job seekers sometimes pad their resumes and LinkedIn profiles. Sometimes they even add outright fabrications! So while they might give you an idea of whether a candidate has the skills you’re looking for, you can’t rely on them.
  • Good soft skills: If someone is friendly, personable, and says the right things, it’s extremely easy to mistake this for competence. But just because someone talks the talk well doesn’t mean that they actually have the skills that you need.

So how can you evaluate an engineering candidate’s skills if you’re not an engineer yourself? How do you know what to look for without relying on bias-reinforcing markers like educational pedigree or previous workplaces?

Sync up immediately

When you get a new requisition, sit down with the hiring manager right away. Instead of letting them give you a wish list of qualifications, make them drill down to the basics. What skills and qualities does a candidate absolutely need to have in order to succeed in the role? The list you come up with will be your guide when you’re recruiting for the role.

If there’s anything in the list that you’re not familiar with, now’s the time to brush up. You don’t have to be an expert on all of the technologies and skills. But you should have a base-level understanding of them! This will allow you to cull out candidates who clearly don’t know what they’re talking about during your initial phone screening.

Use a pre-screening service

If you know that a prospect has the right skills before you reach out to them, this removes the guesswork from your sourcing process. The best way to do this? Work with a sourcing service. But it must be a service that recommends developers who have been verified to have the skills necessary for an open role.

The CodeSignal Recruiter platform’s Source application surfaces pre-qualified members of the CodeSignal community who have the right skills, at the experience level you need. Since all of the candidates that you get through CodeSignal Recruiter Source have been prescreened by the CodeSignal system, you don’t have to worry about them not being technically competent. You save the time that you would have had to spend sourcing and screening people. Instead, you can focus on the talented engineers who might be a good fit for the engineering team and for your company.

Assess immediately

If you don’t use a sourcing service to get pre-screened candidates, you’ll want to technically assess candidates before they reach your engineering team. Of course, this begs the fundamental question: How do you evaluate technical talent if you’re not technical yourself? This depends on being able to send out coding assessments that you don’t have to evaluate.

The CodeSignal Recruiter Test application lets companies implement a standardized pre-screening process with minimal hands-on time for the engineering team. Engineers set up the test initially, which only takes about 5 minutes. Then the recruiters send out the company-branded coding tests to prospects. Once a person completes the assessment, the system instantly sends their results back to the recruiter. It also sends a coding replay and a plagiarism probability score. This helps you weed out unqualified candidates quickly and at scale, without taking any significant time away from the engineering team.

Remember:

Focus only on the need-to-have skills for a role. Use a sourcing service that provides pre-screened candidates. And assess candidates upfront with an automated testing system. Using these three tactics, you’ll feel confident that the candidates you send to the engineering team are great engineers. And you’ll know for certain that they have the skills necessary to do the job.

The benefits to your company? You’ll get a faster hiring cycle, since your engineering team won’t have to waste time evaluating unqualified candidates. You’ll see much better screen-to-onsite ratios and onsite-to-offer rates. And since you’ll be focusing on skills instead of using non-essentials like past work history and educational credentials to find prospects, you’ll surface diverse, interesting candidates that you might not have seen otherwise.

And the benefits to you and your recruiting team? You’ll have objective information about a candidate’s actual technical skills, so you’ll be able to have a better discussion with engineers and hiring managers about these prospects. As a recruiter, you will be able to promote candidates to the hiring in a much more meaningful way. You’ll have a better relationship with your hiring managers and your engineering team. And you’ll have more time to spend working with the talented candidates your company wants to hire!

CodeSignal Recruiter is a skills-based recruiting tool for modern hiring teams that helps companies source, test, and measure technical talent. Founded in 2014 and based in San Francisco, CodeSignal is on a mission to make sure that you’re only talking to the best candidates at every part of the recruiting funnel. Interested in seeing what CodeSignal Recruiter can do for you? Sign up for a free demo!

The Culture Fit Trap

Don't Hire Engineers for Culture Fit - Hire for Skills

Companies – especially companies in Silicon Valley – have long prized the idea of culture fit. Culture fit is, as a concept, a little bit nebulous, but in general it refers to the idea that a candidate “fits in” with the existing company and team dynamics. On the surface, this seems like a great idea. After all, why wouldn’t you want to hire someone who seems like a good match for your engineering team? The thinking is that they’ll integrate into the team more easily and have easier interactions with their fellow team members.

So what’s the problem?

The issue is that recruiting and hiring based on culture fit has an unintended consequence: it leads to homogenous engineering teams. This can negatively impact your engineering team, your company culture as a whole, and your bottom line.

Hiring for culture fit is based on the idea that people who have similar viewpoints and ways of working will form a cohesive team. But this premise, if left unchecked, leads to teams full of people who have similar backgrounds, viewpoints, and working styles – and a glaring lack of diversity. (And it’s not just the kinds of diversity that usually get talked about, like gender and race, that suffer. It also homogenizes things like experience, age, working style, problem-solving methods, and more.) If interviewers prioritize finding people they think they’d get along well (and easily) with, then they’re deprioritizing other, more important factors like technical skills. Remember, they’re trying to hire engineers, not friends!

Prioritizing culture fit creates engineering teams full of people who are very similar to each other, in an industry that already suffers from a noticeable lack of diversity. Culture fit often simply codifies a hiring team’s unconscious biases. After all, people tend to want to hire people like themselves! As Tigran Sloyan, the CEO of CodeSignal, put it:

The biggest problem with diversity in tech is that humans are too involved in the skill evaluation process. We tend to like people who have a similar background to ours, which creates a self-reinforcing cycle.

In an effort to find candidates who “fit in” well with your company’s engineering team, odds are you’ll end up recruiting people who come from very similar backgrounds. Maybe this means that they went to the same few schools, or worked at the same handful of companies. And relying on employee referrals, a common practice in many companies, can exacerbate this problem. Employees often refer friends or people from their social circles – another form of culture fit.

Culture fit moves from being fairly innocuous (“Is this person’s working style similar to mine?”) to being problematic (“Does this person come from a background like mine?”) easily, and often unnoticed.

Who gets left out?

Think about who gets omitted when you recruit based on culture fit: People who went to the wrong school – or no school at all. Developers who’ve spent their career in a different industry. Candidates who just don’t “look like an engineer” or “act like a software developer.” People who have different working styles or needs. The list goes on and on. Hiring for culture fit tends to reduce your candidate pool down to a small, homogenous group. And it does little towards increasing diversity at your company.

The benefits of diversity

We often think about diversity in terms of race and gender. But the term also covers age, background, experience, points of view, working and communication styles, and talents. A truly diverse team won’t be homogenous on any of these points, and everyone will bring unique perspectives and ideas to the table.

This means that a team composed of people who have different backgrounds and experiences will generate more – and more interesting ideas – simply because of the fact that they have different points of view. Innovation will blossom. And once your company truly commits to supporting diversity, a new form of self-reinforcing cycle will start. But it will be a good one this time! A team that is already diverse is seen as more welcoming of diversity. So the kind of diverse talent that you want to attract will be more interested in joining your company.

The benefits of diversity can be fiscal as well. According to several studies, diverse companies are often both more successful and more profitable than non-diverse companies.

5 steps to avoid the culture fit trap

So how can your company avoid falling in to the culture fit trap in your recruiting and hiring processes?

1. Focus on skills

The number one thing to do to avoid the culture fit trap? Prioritize skills instead. This is the primary goal of skills-based recruiting, of course. By putting skill assessment right at the top of the recruiting funnel, you ensure that only qualified candidates make it to the interview stage. Coding assessments that use machine learning to quantify technical skills, like the ones the CodeSignal Recruiter Test application supports, are great for this. No one can argue with numbers!

2. Make sure they’re the right skills

However, make sure that your company’s coding assessments don’t reinforce existing biases. You don’t want a situation where the engineers who set up the coding assessments bring their own beliefs into the mix! If their unconscious biases skew towards believing that only computer science graduates from top schools can do a job well, their assessment will reflect that. But if a company is honest and objectively thinks about the skills the job actually requires, they can create a coding assessment that will filter for people with the right on-the-job skills, regardless of race, age, gender, orientation, or background. (Learn more about how to craft a coding assessment that will test for the right skills.)

3. Be specific with feedback

Don’t let hiring teams rely on culture fit when they’re deciding whether to move on to the next stage with a candidate. When they’re reviewing a candidate, they need to provide specific feedback that relies on objective data from the screening or interview. This keeps the focus on the candidate’s skills, instead of allowing imprecise “gut feelings” to determine whether they get hired or not.

4. Don’t mistake soft skills for technical skills

Don’t go overboard on letting a candidate’s soft skills influence your decisions. One reason that the culture fit trap is so insidious is that we’re hardwired to want to hire someone who’s likeable. But just because someone communicates well and gets along with the team doesn’t mean they have the necessary technical skills. That’s why it’s important to assess skills objectively!

5. Think about value add

Of course, intangibles and soft skills are important too when you’re recruiting engineers. If a candidate is a good programmer but was rude during an interview, you probably wouldn’t want to hire them. But how can you avoid relying on culture fit when you’re considering a candidate’s soft skills? By thinking in terms of value add instead. What will this person add to your team? If you look at recruiting and hiring this way, it’s easy to see how bringing in people with diverse backgrounds and experiences will be beneficial to your engineering team.


Remember: Focus on a candidate’s skills, but make sure you’re measuring the right skills. Make your hiring team give specific feedback that relies on data. Don’t be swayed by a candidate’s soft skills. But do consider what their value add to the team will be! By following these five steps, you can avoid the culture fit trap in your company’s recruiting and hiring processes. This will create an environment in which engineers from diverse backgrounds will be excited to join your team!

CodeSignal Recruiter is a skills-based recruiting tool for modern hiring teams that helps companies source, test, and measure technical talent. We’re on a mission to make sure that you’re only talking to the best candidates at every part of your hiring process.

CodeSignal Recruiter gives your hiring team the tools you need to stop hiring for culture fit, and start hiring based on skills. Interested in seeing what CodeSignal Recruiter can do for you? Sign up today for a free demo!

Meet the CodeSignal Community

CodeSignal Recruiter customers have access to a very special group of engineering candidates: the CodeSignal community. These people are developers who sign up for CodeSignal as a way to prepare for technical interviews, level up their programming skills, and tackle fun coding challenges.

And when they’re ready to find new jobs, they sign up for CodeSignal Jobs. The CodeSignal Jobs program helps us connect CodeSignal users with the right opportunities at our CodeSignal Recruiter partner companies!

How do CodeSignal Recruiter and CodeSignal Jobs work together?

As our users solve coding tasks on CodeSignal, the system uses machine learning to quantify their skills and knowledge of different programming topics, based on the code they’re writing. The CodeSignal Recruiter matchmaking algorithm uses this information to match CodeSignal Jobs participants with open roles at our partner companies. On average these candidates solved 84 coding challenges, and since these CodeFighters have already proven their technical skills, we feel very confident that we’re only recommending top talent to our CodeSignal Recruiter customers.

This system benefits both companies and engineers. For the engineers who use CodeSignal, CodeSignal Jobs simplifies the job search process and helps those with non-traditional backgrounds make connections in the industry. And for companies, the benefits are clear too:

  • Since CodeSignal is sending qualified candidates to you based on the skills required for your open roles, the time your recruiting team has to spend sourcing engineers is reduced or eliminated.
  • All CodeSignal candidates are pre-screened (and again, have solved an average of 84 coding challenges so that’s very deep data set), so you know they have the skills you need. You can rest easy knowing your engineering team won’t waste time interviewing unqualified candidates.
  • CodeSignal Recruiter surfaces non-traditional “hidden gem” candidates, meaning you get access to qualified talent you might not have discovered with conventional sourcing methods.

The engineers that we have hired from CodeSignal are incredibly strong.  Try it. There’s really nothing that you have to lose and you only have a bunch of incredible candidates to gain.
— Megan Stern, Technical Recruiter, Ascend.io

Who are the CodeSignal Jobs applicants?

CodeSignal has almost one million users from all over the world, of all ages and experience levels. And the users who sign up for CodeSignal Jobs are an especially talented bunch! CodeSignal Jobs applicants* are primarily located in the United States, with users in every major metro area. They have a broad range of specialties and experience levels. And they’ve all explicitly indicated that they’re interested in finding new opportunities, so you never have to worry that you’re reaching out to someone who’s not actually looking for a new job!

* Applicant data for this article is based on users who have signed up for CodeSignal Jobs in the last three months.

Domestic vs international candidates

66% of our applicants are from the United States, while the rest are international. (This doesn’t mean that we can’t work with companies outside the US, though! We work closely with several companies in different countries, and are able to provide them with the skilled candidates they need.)

United States: Top 10 states breakdown

Of the applicants in the US, there’s a wide geographical distribution in the top 10 represented states!

  1. California – 35%
  2. New York – 13%
  3. Texas – 11%
  4. Washington – 8%
  5. Illinois – 7%
  6. Florida – 6%
  7. Massachusetts – 6%
  8. New Jersey – 5%
  9. Georgia – 5%
  10. Colorado – 4%

United States: Top 10 metro market breakdown

We have developers in every major metro area in the U.S., but for simplicity’s sake we’re focusing on the 10 largest areas here:

  1. San Francisco Bay Area – 25%
  2. New York City – 18%
  3. Seattle – 10%
  4. Los Angeles – 9%
  5. Chicago – 8%
  6. Atlanta – 7%
  7. Boston – 7%
  8. Austin – 6%
  9. Houston – 5%
  10. Dallas – 4%   

CodeSignal users by US metro area

Breakdown by experience level

CodeSignal Jobs users come from a wide range of experience:

  • 1-2 years of experience – 29%
  • 3-5 years of experience – 21%
  • 6-9 years of experience – 8%
  • 10+ years of experience – 15%

Breakdown by engineering specialty (with 3+ years experience)

The members of the CodeSignal community with 3+ years experience have a broad range of specialties:

  • Full stack developers – 38%
  • Backend developers – 32%
  • Frontend/UI developers – 15%
  • Mobile developers – 10%
  • Other (embedded, DevOps, database, network, and security engineers) – 5%

 

Breakdown by language (with 3+ years experience)

Over 2/3 of the members of the CodeSignal community with 3+ years experience use a modern tech stack:

  • Javascript – 38%
  • Java – 20%
  • Python – 16%
  • C# – 10%
  • C++ – 6%
  • Other (PHP, Ruby, Swift) – 10%

 


CodeSignal Recruiter Source streamlines your recruiting process by ensuring that you only see qualified candidates for all your open roles. We talk a lot about how smart, skilled, and diverse the CodeSignal community is. And we’d love for you to meet them! You’ll save time sourcing since CodeSignal Recruiter brings great candidates right to you, and since your hiring team will only be interviewing qualified candidates, your time to hire will start shrinking.

Sign up for a free demo or attend a webinar and see how CodeSignal Recruiter can transform your technical recruiting process!

Candidate Experience: The Key to Hiring Top Developers

Candidate Experience: How to Hire Skilled Engineers

What is candidate experience?

The phrase candidate experience gets thrown around a lot in the recruiting and talent acquisition world. But what does it actually mean? Basically, candidate experience describes the entirety of a candidate’s interactions with your company. Candidate experience captures how candidates feel about your company before, during, and after the recruiting and hiring process. This concept includes every interaction they have with a company, starting with their first message from a recruiter to the offer package (if everything goes well) or how the rejection is handled (if it doesn’t).

These are usually either good or bad experiences. Candidates rarely feel neutral about a company at the conclusion of their interaction with your recruiting process. A candidate’s experience can make or break your ability to hire top talent. Unfortunately, too many companies treat candidate experience as a secondary consideration. According to WorkPlace Trends, almost 60% of applicants have had a negative candidate experience with a company.

Bad candidate experience is a big problem

The recruiting process is a two-way street. Make no mistake: Candidates are evaluating your company during the recruitment process just as much as you’re evaluating them. You might feel great about a candidate and want to extend an offer. But if their outlook on the experience isn’t as rosy, your offer will fall flat. Job seekers consider the candidate experience you provide to be a strong indicator of how you treat employees.

By extension, this directly influences whether they want to work for your company or not. According to a study conducted by LinkedIn, 83% of candidates said that a negative experience was enough to change their minds about a role or company that they had been interested in. On the other hand, in that same study 87% of candidates said that a good experience would give them a more positive outlook on a role or company that they had doubts about.

Candidates expect to be treated like the valuable resources that they are. And when their experience with a company is less than stellar, they’re obviously going to think twice about moving forward with that company now or in the future. In effect, your company’s potential candidate pool has just gotten smaller. And candidate experience matters even for candidates who you don’t end up extending an offer to!  

A bad experience doesn’t just sour an individual candidate’s opinion of your company. The likelihood that a candidate will keep that poor experience to themselves is pretty slim! A Workplace Trends survey indicates that around 72% of applicants have shared their interview experience with a candidate on a review site like Glassdoor, Indeed, or Vault. The story will spread and other candidates will start to be wary of your company. As we all know, pissed off people are more likely to write reviews in general. The dudgeon of a job seeker who’s had a bad candidate experience is not to be ignored!

Six easy steps for a better candidate experience

So what can you do to ensure that your candidates have the best possible experience with your company? We’ve got six things that you can do to increase the odds that you’re providing people with a great candidate experience.

Let them evaluate you:

While you and the hiring team are evaluating a candidate, the candidate is evaluating your company. They’re making decisions about your company and the role throughout the entire process. So you need to make sure that they have the data they need and the access they want. Make sure they know who their primary point of contact is on the recruiting side and on the engineering side. They’re likely to have questions for both.

Engage your team:

Everybody in your company that the candidate is in contact with, from the recruiter to the interviewers to the people they eat lunch with, are critical pieces of the candidate’s overall impression of your company. Make sure they’re good impressions!

Don’t drag your feet:

A competitive candidate market means that the talent you want to hire is in high demand. Sought-after candidates expect the entire recruiting process, from initial reachout to interview to offer, to be quick and painless. And 47% of candidates who decline a job offer do so because they’ve already accepted a different offer, according to MRINetwork. To have a better chance with a top candidate, you want to get there first! Don’t rush decisions, of course, but don’t hesitate with your top choices either.

Close the loop with candidates:

If you’re not moving forward with a candidate, letting them know what’s going in a timely manner on shows them that you respect their time. If you ghost them, or keep them on the hook for a long time, that’s a bad candidate experience. And who knows who they’ll tell about their poor experience? The story will spread. Not only will you have lost any future opportunities with that candidate, you’ll probably lose other potential candidates as well.

Offer constructive feedback:

According to LinkedIn, 94% of applicants appreciate feedback if you don’t move forward with them. Letting them know why is instructive and enhances their experience, and giving feedback shows that you value them. Again, even if they’re not the right fit for you now, they might be in the future. And no matter what, you can assume they’re going to share their experiences with other job seekers.

Ask for the candidate’s thoughts:

No matter what the outcome of the process with a candidate is, and no matter which stage of the funnel they reached, it’s enormously instructive to ask for feedback. And don’t just file their feedback away once you’ve gotten it! Your company should iterate its process continually based on candidate feedback and outcomes.

The future of candidate experience

At CodeSignal, we’re working towards a future in which we can dispense with time-consuming activities like phone screens and tech challenges. Instead, companies will be able to rely on a trusted assessment process that measures and quantifies candidate skills. This will save your engineering team a ton of time, of course.

But it will also create a better candidate experience! The top talent that you’re trying to recruit is often already busy with a full-time job and/or are juggling multiple application processes. So if you can offer them a faster, more efficient process candidates will respond positively. Once we’ve reached a stage where companies trust an assessment process and platform like CodeSignal Recruiter, significant points of friction will disappear from the candidate experience. Relying on automated skill assessments will allow you to move candidates through your recruiting process much more smoothly.

Until we reach that point, make sure you’re implementing the six steps outlined above. Even if you can’t eliminate phone screens or take-home challenges quite yet, you’ll be creating a much better experience for all of your candidates!

CodeSignal Recruiter is a skills-based recruiting tool for modern hiring teams that helps companies source, test, and measure technical talent. Founded in 2014 and based in San Francisco, the CodeSignal mission is to make sure that you’re only talking to the best candidates at every part of the recruiting funnel. Interested in seeing what CodeSignal can do for your company’s recruiting process? Sign up here for a free demo!

Stop Focusing on Degrees – Recruit for Skills Instead

Recruit for skills, not for credentials or pedigree

The tech industry’s talent shortage is no secret, but let’s go over the numbers again just for the heck of it.

According to data collected by Code.org, there are over 500,000 unfilled technology-related jobs right now. But only about 49,000 people graduated into the workforce from computer science programs in 2017. The numbers are clear: There just aren’t enough computer science students graduating each year to fill all the available roles.

And it doesn’t look like things will change anytime soon. The U.S. Bureau of Labor Statistics has predicted that in 2020, there will be 1.4 million open technology jobs, but only 400,000 people will graduate from computer science programs.

So how can companies find enough qualified people to fill their open engineering roles if there aren’t enough students graduating from computer science programs to go around?

By looking at candidates who don’t have a traditional computer science background.

It can be nerve-wracking for recruiters to reach out to candidates who don’t have a computer science degree from a 4 year program. But it’s absolutely worth it! The past 10 years have seen a revolution in the way that people learn technical skills. Whether they’re learning computer science fundamentals or mastering in-depth topics, there are a plethora of new ways for people to get the skills they need. And this new educational model is democratizing computer science.

The new educational landscape

In the last decade, online educational resources have grown exponentially, both in quantity and quality. Platforms like Udacity, Coursera, and edX offer free online courses from big-name schools like MIT. These services also offer students the option to get a professional certification when they finish one of these online courses. Khan Academy, FreeCodeCamp, and Treehouse abandon the online classroom format in favor of more interactive learning experiences. And YouTube has a massive amount of free content. (Including educational videos from CodeSignal!) For the self-motivated learner, ways to learn online for free or for fairly nominal fees abound. And online and onsite coding bootcamps offer a more hands-on approach, for a fraction of the cost of a four-year computer science degree.

No matter what platform they choose, these learners have a wealth of information at their fingertips. But what they don’t have are the traditional learning credentials. These degrees or school names are what recruiters often look for when they’re sourcing prospects or looking at applicant resumes.

The case for non-traditional candidates

Programmers with non-traditional backgrounds don’t have the educational qualifications that recruiters usually look for. Their resumes and their LinkedIn profiles will reflect this, often placing much more emphasis on personal or open-source projects than on educational or work experiences. But these candidates can be just as skilled as ones who have the “right” markers! This means they can be the solution to the tech talent shortage facing the industry today.

If companies only consider candidates with traditional pedigree markers to fill their open roles, then their pool of available prospects will be fairly small. And the competition for these pedigreed candidates is fierce. Of course, none of this is to say that people who do have these credentials aren’t great candidates! But when companies limit themselves to just these people, they miss out on amazing “hidden gem” candidates.

Recruiters need to be able to reframe how they think about finding prospects and what to look for when when they’re considering candidates. The best way to do this? Focus on skills, not on credentials.

People can (and do) list any old skill on their resumes and LinkedIn profiles, so you can’t rely on them to tell you the full story. It’s crucial to be able to verify these skills before moving forward with a prospect. Phone screens, take-home projects, or interview tasks can all help verify skills. But the best, and most efficient, way of verifying skills is at the very top of the funnel, even before a phone screening. A coding test that is emailed to prospects and delivers automatic results back to the company, like those sent from CodeSignal Recruiter Test, can streamline the recruiting process because recruiters are able to verify skills right away.

Education has changed, and recruiting has to change as well. It’s time to stop prioritizing educational credentials. Start measuring people by what they can do in a data-driven, skills-based way. You’ll uncover a treasure trove of amazing candidates!

CodeSignal Recruiter is a skills-based recruiting tool for modern hiring teams that helps companies source, test, and measure technical talent. Founded in 2014 and based in San Francisco, the CodeSignal mission is to make sure that you’re only talking to the best candidates at every part of the recruiting funnel.

If you’re ready to discover how candidates with non-traditional educational backgrounds can contribute to your company, CodeSignal Recruiter can help. Sign up for a free demo and find out how!

It’s Time to Kill The Resume

It's time to kill the resume: how skills-based recruiting will change how you assess candidates

We’re going to make a sweeping statement here that may shock you:

Resumes are a waste of time.

Or maybe it doesn’t shock you. Most recruiters dislike having to wade through stacks of resumes, so we’re probably preaching to the choir here. So much time gets spent on resumes! Job seekers spend hours crafting the perfect bullet points. Recruiters spend hours looking these resumes over, trying to find the perfect leads to pursue. When we say that resumes are a waste of time, we’re talking about a lot of wasted time – for both applicants and recruiters.

Resumes are a waste of time because they don’t tell you the whole story about a candidate. In fact, they actually don’t tell you very much at all! Read on for the top 5 reasons that it’s time to kill the resume:

  1. They’re a time sink. Realistically, no recruiter has very much time to spend poring over an individual applicant’s resume. So you scan instead, trying to spend as little time as possible on one resume while seeking a handful of keywords. But even just scanning for the usual name + titles + companies + start/end dates + education takes time, and that time starts adding up the more resumes you have to look through.
  2. They rely on self-reported data. In other words, you’re trusting the applicant to tell you the entire, accurate truth about the skills and experiences they have. We’re not saying that prospects are outright lying on their resumes, though that certainly happens. But there is a lot of exaggeration, padding, and carefully phrased misdirection. When you add in the fact that people are notoriously bad at judging their own skill levels, you get a document that tells you next to nothing about a candidate’s actual skills.
  3. They’re not targeted to your roles. Savvy job-seekers will take a little extra time to tailor their resume to the role they’re applying for. But the fact that resumes, by their very nature, cover a person’s entire work-related history means that they contain TOO. MUCH. INFORMATION. And it’s hard to pick out any details that are relevant to your open reqs without spending more time than you really have. So again, you’re stuck scanning, hoping to find meaningful information in a page full of mostly unrelated text.
  4. They are full of fluff. If you had a dollar for every resume you read that described its writer as “dynamic”, “innovative”, or a “team player”, you’d be a rich ex-recruiter lounging on the beach in the Bahamas. None of these phrases mean much of anything, and they definitely don’t tell you whether a candidate is right for a role. It’s just more filler text for you to scan past.
  5. They’re making you miss good prospects. Since you have a limited amount of time to spend per resume, you prioritize certain things that can indicate a quality lead. Which school they went to and where they’ve worked might be a good indicator of whether they’d be a good fit for the role. But if you’re only looking for these, you might automatically dismiss someone who doesn’t have these credentials. And that means you’re missing out on “hidden gem” candidates who have the skills you need – but don’t have the right keywords on their resume.

[bctt tweet=”Resumes are: a) A time sink; b) Unreliable; c) Not targeted to your roles; d) Full of fluff; e) Limiting; or f) All of the above? (Hint: @CodeSignal thinks the answer is f!) ” username=”CodeSignal”]

Okay, you’re convinced. Resumes suck! But they’re a necessary evil for recruiters trying to fill open reqs – right?

Not necessarily.

Skills-based recruiting to the rescue!

Skills-based recruiting offers a solution to the resume trap. Verify an applicant’s skills right away, before you even peek at their resume. So instead of relying on self-reported skills listed in documents full of fluff, you’re seeing a candidate’s actual skills! This saves time for both recruiters and engineering teams and makes it easy to make decisions based on data.

At CodeSignal, we recently opened up a new engineering role… and received 631 applications in response. Instead of having our talent team sort through them one by one to find likely candidates, we sent out an online coding test to every applicant using the CodeSignal Recruiter Test application. Completing a coding test requires effort, so people who only applied because it was a job, any job!, weeded themselves out at the outset by not taking the test. We got immediate result reports for each person who did complete the test. That meant we were able to instantly identify the people who were worth pursuing – based on verified skills alone.

If we estimate a conservative 1 minute per resume, our talent team saved around 10.5 hours by not having to read through resumes from each of those 631 applicants. The team used the skill assessment results to narrow down that original pool of applicants. We ended up with 20 qualified candidates at the phone screen stage. That means our engineers saved time too. They didn’t have to waste any time interviewing people who didn’t have the skills we needed!  

So we’re firm believers in ditching the resume. The key is adding a skill-verification step at the very top of the recruiting funnel. (Read more about how adding early skill verification makes it easier to find engineers that your hiring team will love.) To really save time and energy, we recommend using an automated assessment application like CodeSignal Recruiter Test. Test makes it easy to send out coding tests at scale, either from the CodeSignal Recruiter platform or from an integrated applicant tracking system. Then you receive comprehensive candidate results that help you cull out unqualified applicants immediately. Get on board – it’s time to kill the resume.

CodeSignal Recruiter is a skills-based recruiting tool for modern hiring teams that helps companies source, test, and measure technical talent. Founded in 2014 and based in San Francisco, the CodeSignal mission is to make sure that you’re only talking to the best candidates at every part of the recruiting funnel.

Want to break free from the resume time sink? Sign up for a free demo of CodeSignal Recruiter today and see how much time you can save!