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Hiring teams all over the world are experiencing a boom in candidate applications for their open roles. With 10x the number of candidates than previously, tech hiring workflows are being tested at a never-before seen scale.

The ugly impact of COVID and the following economic downturn caused increased mobility in the developer market. Some companies needed to reduce headcount, some closed shop, others were unable to maintain contracts. For experienced developers this has meant less jobs, and for recent graduates of graduate and bootcamp engineering programs this has meant less opportunity.

We’re already seeing the impact of this on technical hiring. Once a new role is opened, there are many more applicants than before, leaving Hiring Managers and Tech Recruiters with a mountain of candidates to work through.

Introducing the new Test Mission Control

As with any high-scale process, having a clear view of progress, bottlenecks and performance makes all the difference. When your team opens up hiring again, you will need to be ready to quickly evaluate 10 times the candidates you’re used to for a specific role. You will need to be looking at what optimizations can be made and what bottlenecks overcome to ensure you can take advantage of the market conditions and make that hire quickly.

Our new Test mission control gives you visibility into your candidate pipeline, your completion rate, and the candidates who should progress through to the next stage of your hiring process. If you’re using our Anti-Bias Workflow, your reviewers will clearly see what Passing Score the Hiring Manager is looking for, without access to unnecessary PII.

Scaling candidate experience by moving faster, together

Time and time again, we see three key mistakes made when it comes to improving the developer candidate experience at the screening stage:

  1. The hiring team is relying on the wrong type of skill evaluation: either an evaluation which is overly simplistic or one which doesn’t focus on real-life scenarios.
  2. There is a lack of transparency between the candidate and hiring team about the overall hiring process, feedback about their application and clarity on which skills are most important to you.
  3. There is a communication gap between the Hiring Manager and Recruiter which slows down candidate-side communication.

There has never been a better time than now to fix this third mistake. By setting a Passing Score for your test, the Hiring Manager is able to communicate to the entire hiring team what qualifies a candidate to move forwards with the next stage.

This means Recruiters can move faster to invite those candidates at or above the Passing Score to a virtual technical interview, while also providing feedback to those candidates who do not meet your minimum skill requirements. This improves collaboration and ensures your hiring team is on the same page, moving faster together.

To talk with us more about this, or learn more about Codility, book a demo with us or contact us at [email protected].

Olga Jakubowska is a Product Designer at Codility.

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