About DICK'S Sporting Goods
DICK'S Sporting Goods is a leading omni-channel sporting goods retailer offering an extensive assortment of sports equipment, apparel, footwear, and accessories. The company operates at 734 locations across the U.S., serving and inspiring athletes and outdoor enthusiasts to achieve their personal best.
With more than 5,400 applicants a year, the engineering team at DICK’S Sporting Goods spent too much time interviewing.
“As an Engineering Manager, my calendar was filled with interviews. I was too busy reviewing resumes, most of my hiring was in person, and I had multiple teams to build at that time,” says Trevor Garside.
“It was a direct result of how frustrated we were having over 5 phone screening interviews a day. It was a poor use of time for our team and the candidates,” adds Seth Rowe.
The talent acquisition team needed to ensure the engineering team that they were not being overloaded in order to focus on an ambitious product roadmap.
The team decided to introduce a technical pre-screening test sent by a recruiter, designed to gauge whether a candidate had the proper fundamental knowledge.
The team drafted one engineering test for everyone and allowed their candidates to complete it in their preferred coding language
This would enable top candidates into the interview pipeline, and the successful candidate would have a significantly better chance of performing well throughout the rest of the process.
This way the team was well-prepared to put only the top candidates through the pipeline, make hires more quickly, and free some of their engineering team’s time.
By introducing a pre-screen step, the team filtered out over 500 talented candidates, moving them to the interview stage, and hired 132 new engineers in technology & product teams.
What Changed After Implementing Codility?
By introducing Codility into the recruitment process, the team made sure they use only objective data points to qualify applicants in the screening process.
The engineering managers were also able to rule out half of the candidates that would be otherwise considered for interviews.
“Codility serves as a very effective technical filter. Instead of having to guess, I can review the results and prioritize candidates who have the right technical skillset,” says Trevor Garside, Engineering Manager.
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