We are at a stage of work culture evolution, where everything is changing, and changing fast. If work practices, processes, and management are over the cliff to a whole new dimension, so is the process of hiring. There is a need for a more efficient and advanced skill assessment test to bring out the brightest of the candidate onboard.
What has changed for HRs?
Companies, or at least, the ones who call themselves the ‘big players’, don’t just ‘hire’ or ‘recruit’ people; they look for talents. They ‘invest’ in human assets. With the majority of the current global economy being dominated by tech companies, organizations like Google, Facebook, and Amazon, are setting benchmarks with their recruitment and hiring practices.
For instance, Google, they have forgone the term ‘Human Resources’ and are calling it ‘People Operations’. Facebook names it ‘People@’ wherein they only focus on hiring the best talent, foster growth, and enrich the experience for both the organization as well as employees. This has inspired many other tech companies to shift from the cut-and-dried ‘Hiring Managers’ to become Talent Acquisition Managers, so they don’t just recruit people per se, but deal with them as assets. This goes a long way in establishing a strong workforce. But it starts at the level of recruitment. This is where advanced methods like skill assessment tests make a huge difference to the hiring output.
Why Skill Assessment Tests?
At the most basic level, skill assessment tests can be defined as preliminary methods of evaluating the skills of job candidates, as well as of employees. But that is not where the buck stops. Like we said before, things are changing, from hiring methods to the way candidates are managed. Even applicants are evolving in the way they present themselves or prepare for a role. Needless to say, to bring it all together into a holistic system, skill assessment tests have also evolved. Advanced methods of skill assessment are not restricted to psychometric tests, behavioral analysis, or structured interviews, but extends to high-end software programs that can yield accurate data about the skills of the candidate, what can be their probable performance, if hired, and thus generate evidence-based results and help organizations make well-informed decisions. It not only helps them discover and hire the right talent but also lets them build a productive workforce which can become the best asset for an organization.
Now, the practice of investing in skill assessment tests is more valid and effective for tech companies. As mentioned earlier, there is an emergence of tech or tech-based companies. And this industry space is majorly driven by technical skills that speak volumes about the candidates’ potential, more than their resumes or personal interaction. This gives talent acquisition managers an edge with their recruits. When used effectively, skill assessment tools have a significant impact on the cost-to-hire, recruitment timelines, employee performance, retention, engagement, and even the KPIs assigned to employees.
The right tools
The idea is to onboard the right people, but most importantly, in the right way. Hiring cannot be limited to fulfill a ‘sales-like target’ and fill a job vacancy. Like the giant tech companies of the world, hiring managers today need to build a talent pool. And that can only happen when they have the right tools of hiring.
With Oto_Code by Otomeyt, managing skill assessment for job applicants and employees can become a faster, better, and smoother exercise. Designed and developed specifically for technology recruits, the assessment software harnesses the power of machine learning and is driven by AI and runs on NLP capabilities to yield the most sophisticated results of skill assessment with every candidate.
Thus, hiring managers can build a smart and highly efficient workforce by checking code quality, code performance, security, and reliability, saving them precious time and yet, making recruitment accurate.
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