As a professional technical recruiter, there are many different types of interviews for you to consider. Some are more useful at particular stages of the assessment process, some are more appropriate for testing particular skills. This article will explain a number of different types of interviews and point out their various advantages and disadvantages.
Types of interviews you can use for technical recruitment
Read on to find out more about,
- Case interviews
- Coding interviews
- Competency-based or behavioral interviews
- Final interviews
- Panel interviews
- Phone interviews
- Second interviews
- STAR format interviews
- Structured interviews
- Video interviews
- Working interviews
When you’re hiring for tech roles, you need people to be job fit, meaning that they are actually capable of doing the job you’re hiring for. For example, you need to be sure that your tech candidates know certain programming languages, can navigate certain software, etc. Nevertheless, these specific skill sets shouldn’t be the only competencies you evaluate your tech candidates for. According to Forbes, 89% of hiring fails are a result of poor cultural fit. Which means you need to ensure that the potential tech candidate and your company are aligned in both core values and ways of working. While job fit is one thing, cultural fit is an entirely different kettle of fish. And arguably one that is just as important.
Neither should take precedence over the other, in fact, in a perfect world, your ideal tech candidate should have both. And even though the US Bureau of Labor Statistics predicts a deficit of over one million tech employees come 2020, that doesn’t mean you should be rushing to hire the first person who comes along with the requisite job skills, even though they won’t mesh well with your company. Because the cost of a bad hire is much higher than you think, especially when it comes to developers.
So, while you can verify each candidate’s technical skills via assignments, coding challenges, and technical interviews, how do you assess something much less tangible and far more subjective, such as cultural fit? Read More
The modern job interview, as old as it is, hasn’t changed much considering modern technological advances. Some actionable interviewing tips for interviewers are just the thing to bring your process up to date.
Nowadays, the interview itself can happen between two people on opposite sides of the planet, but the dynamics and process stay the same. Modern recruitment interviews are now more planned and calculated. With the mounting costs of a bad hire on the line, interviews now need to be consistent and reliable.
So whether you’d like to bring your interview techniques up to speed or create a new interview process from scratch, you’re in the right place.
If your current interview process is not based around situational interview questions, it probably looks a little like this:
You meet your candidate, ask if they found the place ok, talk about their employment history and their skills, explain the available position a little more, then shake hands and ‘we’ll get back to you’.
If you thought that the above situation is all too common, you’re right – it is. Interviews like that offer no value to either party.
Mobile apps are literally everywhere. So, if you’re a tech recruiter, one day very soon, your colleague will come to you and say: “I need an app developer,” “Please help me to hire someone to build an app,” “We need to hire app developers for our team,” “Please find app development companies near me,” “We need to hire a mobile app developer,” or “Do you know any app developers near me?”
This guide will show you, step-by-step, how to find app developers for hire. Not only how to hire any mobile app developer, but how to hire a mobile app developer who is right for you. We’ll also talk about the cost of hiring an app developer. For example, on average, do Android developers earn as much as iOS developers?
A bad hire in tech can cost as much as $485,371.38. This is a cost few companies can afford. In many cases, bad hires can are the result of interviewer bias, inefficient screening methods, or a combination of these.
Are recruiters even aware of the phenomenon? As it turns out, they are. Based on LinkedIn data, 42%of recruiters believe interview bias is a problem of traditional interviews.
Hiring in IT is risky and time-consuming. Offers are only made after reviewing applications, technical screening, performing background and reference checks, phone screening, and a final interview. So here comes the surprise: according to a study by Schmidt and Hunter, the interview can predict only about 14% of the variability in employee performance. It seems that recruiters rely heavily on a process that is far from being perfect and one of the most significant factors that affect it is an interviewer bias.
In this guide to interviewer bias, we cover the following topics: Read More
Security has never been more important than it is right now. As a society, we have become comfortable with putting much more sensitive and important information in areas that we don’t control. On top of that, we work collectively, with many of the applications we used to host on our own systems now being hosted in the cloud. While these new trends create tons of possibilities, the growing complexity of systems, the sensitivity of data, and widening access to our networks means that the role of the dedicated security engineer has become essential to most companies.
Security Engineers are not simply your standard software engineer or developer that has been pulled in from another function to look at security. The best candidates have unique skill sets and approaches that make them uniquely suited to this purpose. Security Engineers require a dedicated screen separate from the other technologies that you use. Keep reading to find out exactly what your security engineer needs to know and how to find out if they know it.
Interview coding challenges are a highly polarizing topic. The truth is, you could probably fill libraries with resources to help you master coding interview challenges. That said, what does it take for the employee to create an effective coding challenge scenario?
Interview coding challenges aren’t inherently evil. They can help developers master the art of coding. From the recruiter’s point of view, they can help choose the right candidates. You have to be careful though because they’re a double-edged sword. If done right, they can help you identify the best candidates. If done wrong, however, they can turn your candidates into your enemies and possibly make a bad hiring decision.
For more tips and tricks, have a look at The ultimate guide to the technical interview.
If you work in an office, there’s a good chance that you use Slack. It’s an incredible tool for collaboration. It will come as no surprise then that there are a few key Slack hacks that can speed up tech recruitment. In this post, you’ll find out some fantastic Slack hacks you can use to do a lot more in the same workflow that you already use. If you don’t already use Slack for tech recruitment, there are some good reasons why you should. Read More
Technical interviews have long sparked outrage among software developers. They aim to assess engineering aptitude and predict future performance if hired for the job. This sounds pretty straightforward, right? Why is it then that so many tech companies, including tech giants, resort to interviewing methods developers truly hate? The whiteboard interview is by far the biggest offender.
In this article, we look at the following topics:
- What is a whiteboard interview and what is wrong with it?
- What is the aim of the technical interview?
- Do developers hate the idea of being tested? Insights from our study
- 73% of developers take a coding test sent by the recruiter
- 91.9% of developers who start taking the test finish it
- Whiteboard interview alternative a.k.a. how to structure your technical recruitment process
- Spartez technical recruitment: structure
- The whiteboard interview: conclusion
We’ve collected more tips and tricks for technical interviews in The ultimate guide to the technical interview.
Mobile app developers are hard to come by, particularly if you are trying to build an app for iOS. It is up to you to go out and find the best iOS developers to build your mobile app. But that can be a daunting task. The iOS developer skills that a mobile developer needs aren’t the same as you know your run-of-the-mill Java developer. Read More
Job interviews are the first point of the interview process where you can start piecing things together. And by using specific interview techniques and skills, you’re able to shed a little more light on your applicant.
An interview gives you, the interviewer, the first real chance to assess a person and see if they’re an OK fit or a fantastic fit for the applied position. But your interviewing techniques are more than what you say – it’s your body language, the environment and the way that you listen.
Use these 14 interview tips to discover which applicant is right for the job
In this article, you’ll see: Read More
These are all relevant IT recruitment questions which are often answered based on gut feeling.
The good news, we now have the data to answer them. We do so in our latest technical screening report.
Ladies and gentlemen, we proudly present the Devskiller Global Technical Hiring & Skills Report 2019.
What’s in our technical screening report?
Our technical screening report is packed full of developer hiring information, technical skills data, and geographical insights. It is based on data gathered from testing 112,654 developers from 120+ countries within a 365-day time span. Read More
Artificial intelligence, machine learning, and deep learning are transforming the talent acquisition game. AI-powered solutions can improve a whole range of processes. The technical recruitment process is no exception.
The best part?
AI in HR can give you great results.
This article will explain how AI can help you get better hiring results (AI Benchmarking Engine for the win, but more on that later!). Read More