The best way to screen technical applicants is to use programming skills tests that will reveal who among them can truly do the job. But with so many assessment tools designed for recruiting programmers, how do you choose the right one for your company? Here are some tips:
Consider language-independent programs
Like most recruiters, you probably want to assess how good a candidate is at your company's programming preferred language. But whileexperience and existing knowledge are definitely important, they are not enough to thrive in this fast-paced industry. A LinkedIn study says that one of the most important characteristics to look for in a technical candidate is the ability to learn new things.
A language-independent program helps you test this ability. It requires candidates to learn a simple language while solving challenges. This type of programming skills test will also measure the candidate's patience, eagerness, and critical thinking skills!
Another reason why a language-independent problem-solving test is a good choice is that it offers a fun challenge. High-quality candidates love such types of tests. They like to try things that will require them to go out of their comfort zone, demonstrate their strengths, and teach them something they don't know yet.
Choose a tool that is easy to administer
Whether you are going to be screening a hundred applicants or just 10 candidates, be sure to choose a tool that is easy to learn and administer. You should not be spending a lot of time figuring out how to use it. You want a tool that you can administer right away and a tool that will provide you with answers immediately.
Consider pricing
How much will it cost your company to use the
tool? Is the investment worth it? The best tools are available as subscription
plans, without long-term contracts. They can help you make data-based
recruitment decisions so you can avoid bad hires that ultimately cost your
company a lot of money.
