More than half of recruiters are open to the idea of eliminating CVs from the hiring process in favor of an increase in skills-based assessments.
That’s according to a survey by developer recruiting platform CodinGame and tech interview platform CoderPad, which found that recruiters are increasingly wary of the limitations of CVs and other traditional recruiting techniques. when trying to identify candidates with the skills and experience to perform a role competently.
The survey argues that removing CVs from the hiring process would help open up the talent pool and make recruitment more diverse. Two-thirds (66%) of tech recruiters say bias is a problem in hiring, with resumes seen as “a major contributing factor.”
Amanda Richardson, CEO of CoderPad, says the hiring system is broken. “Part of what we see is that there are still companies that not only require a degree in computer science, but also a degree in computer science from such and such a school, or someone who has worked in such and such a company,” explains- she told ZDNet. “Anyway you slice it…there just aren’t a lot of people coming into the workforce. The opportunity to be smart in how you recruit, research skills, and move away from some of these traditional steps is really a huge culture shift. »
Skills first
The argument for skills assessment tools is based on the idea that they eliminate hiring bias by allowing employers to determine a candidate’s suitability based on performance alone, as opposed to information contained in the candidate’s resume that could influence a hiring manager’s hiring decisions.
Thanks to the growing interest in coding and the proliferation of coding bootcamps, a degree in computer science is no longer a prerequisite for a career in software development. That said, a formal qualification is certainly helpful and a number of big tech companies still insist that their employees have a fundamental knowledge of programming theory. Both Stanford and MIT offer a course called “How to Pass the Technical Interview,” which is creditable, says Amanda Richardson. “You see the world has a problem when you have to take a course on how to get a job in arguably the most qualified specialist schools [des Etats-Unis] “.
The good news is that as tech jobs become more platform-based, more companies are willing to hire candidates who can show aptitude in the software tools, programming languages, and frameworks used by the business. Four in ten recruiters surveyed (40%) said they regularly hire developers who do not have formal programming qualifications. According to Amanda Richardson, this is good news for several reasons. First, many people have careers unrelated to their education: 40% of developers surveyed by CoderPad say they didn’t learn to code in school or college.
“I live in San Francisco, so it’s a bit of a weird world, but there are 12-year-olds who know how to program better than some of the developers I know. So a college degree doesn’t necessarily mean a whole lot,” she adds.
By emphasizing skills rather than the curriculum vitae, it also gives the possibility to people with atypical professional backgrounds to get into technology, underlines Amanda Richardson. “We really need it. There is such a mismatch between the demand for developers or development skills and the supply of engineering graduates. According to our forecasts, the need for developers will increase by approximately 15% per year. It’s crazy. »
In Europe, recruiters are more attached to CVs
While CoderPad’s research indicates that skills-based hiring is becoming more popular, there remains a strong demand for resumes in the hiring process. When asked if they would be willing to eliminate CVs from their recruitment process, 30% of respondents answered “Yes”, 27% “Maybe” and 34% “No”.
European recruiters seem particularly reluctant to say goodbye to old practices, as 40% of them answered that they would not abandon CVs. Nor do developers show the same enthusiasm for all assessment tools.
Whiteboard interviews, for example, are the least popular interview format for developers and recruiters. The study notes that “well-qualified candidates may be eliminated in whiteboard interviews because they are unaccustomed to performing in front of an audience” and that “these tests cause unnecessary anxiety.”
Other factors that Amanda Richardson says “can drive developers crazy” during the interview process include giving them the wrong tools and asking them questions that have nothing to do with the job. they will have to accomplish. “The best interviews are the ones that actually replicate professional experience [et] that make it a collaborative, problem-solving, workplace experience. »
Ultimately, bad hiring processes result in bad hires. Employers who get it wrong not only end up with a candidate who is not a good fit for the company, but they also have to deal with the complicated and costly process of having to recruit again, which, according to Amanda Richardson, can lead to a “terrible hiring gear”. At the same time, the blame for bad hires usually lies with those tasked with finding candidates, rather than with companies whose hiring processes aren’t right.
“It’s much easier to say that recruiters aren’t trying hard enough, that we aren’t paying people enough,” says Amanda Richardson. “You can blame many different functions for why you are failing to fulfill your positions. It takes good self-awareness to look at your own processes and ask yourself, “Is there anything we’re doing that’s creating bias or limiting our ability to hire?” or “are there better ways to do it?” “.
Source: ZDNet.com