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Data is the new currency and when it comes to recruiting engineers, having as much valuable data as possible can help make things easier.

Progressive recruiters are always on the lookout for ways to streamline the tech recruitment process and having readily available data insights is the key. 

What if data can narrow that gap and make the hiring process a lot simpler? From application to selecting a suitable candidate, all the way to leadership signing off and the onboarding process. 

Codility’s recruitment platform can give you the data insights you need. From seeing the candidate’s skills, assessment results and background, you can make an informed decision prior to pumping up your candidate pipeline. 

If you’re unsure as to what type of data you need, we’ve put together a guide for you to leverage data in order to make your tech recruitment process easier. 

Tips to Ensure Candidates Are a Good Investment

When hiring an engineer for your organization, you always want to make sure they’re worth the time, effort and money. Eighty-nine percent of potential candidates usually drop out because of a long screening process. Depending on the role, the recruitment process can last up to a duration of months and in some cases a year.

Imagine finding a top-tier engineer, only to have them drop out because another company has a faster, more efficient recruitment process than you. 

It all starts with sizing the candidate up by measuring pivotal information prior to initiating the interview process. 

Firstly, you want to look out for how long the engineer has stayed in their previous role. In today’s fast-paced world, engineers are likely to change jobs to find greater flexibility and benefits in a role. Company loyalty is a great foundation for quality of hire. 

Krystal Hunt, Senior Manager, Global Recruiting and Operations at Coupa Software says “We’re looking to see if somebody has been with a company for at least two years, we know that that’s a good investment and the individual sticks around. If somebody is jumping to different places, it’s not that we’re going to move them aside and not look at them. We’re going to validate the individual before we bring them before a panel in front of the Hiring Manager and interviewers”. 

Culture Alignment

Another key factor to take into consideration when hiring an engineer is to look at how well they fit into the company culture. This is especially difficult when hiring for remote positions because cultural fit can be far different from traditional on-site engineer positions. 

Cultural fit helps engineers feel more comfortable and at home when they’re at work. Happiness leads to greater productivity and making cultural fit a top priority in your hiring process can lead to greater ROI. 

Creating a pre-hire assessment can be a great way to measure how well the candidate can perform their job and be a cultural fit. This data can then be used to provide a comparison between each candidate before moving them onto the next stage in the recruitment process. 

Keep All Your Data in One Place

Ever had to work with the same databases on different systems? Things can get a little messy. When data is stored on independent platforms and systems, it can become siloed, leaving a lot of room for error which can be detrimental to your time-to-hire.

If you want to ramp up that recruitment process to improve the recruitment journey then you’ll need to implement a single source of truth for all of your candidate data. Codility’s recruitment platform can help you store and track candidate insights in one place, leaving little room for error. 

When presenting potential engineers to leadership for approval, you want the most desirable outcome. Without any duplicates and errors about the candidate’s skill set or background, you can implement these insights and send them directly up the chain. 

Caitlin Perez, HR Programs Manager at Synopsys says “Automation is key because you can get everything in one database. That will really help you to not only track your metrics but also get all the information in one place to make it easier to submit for different approvals”. Caitlin also says that LinkedIn profile data should be part of the automation process and used as part of the feedback when presenting engineers to decision-makers within the company. 

Conclusion

Data has fast become the best way to automate and streamline processes within recruitment. As the engineer talent pool widens (especially for remote workers), screening candidates diligently has become more essential now than ever before. 

Use key insights as part of your recruitment strategy to help you shortlist candidates based on criteria such as previous employment duration, assessment scores and cultural fit.

To learn about this topic, view the webinar, “Confessions of a Talent Acquisition Director: How to Create Efficiency in Your Hiring,” with experts from Lever, Coupa Software, Synopsys and Fiix Software.

Sally Lee, Senior Lifecycle Marketing Manager at Codility.

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