#HACKERRANK
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MEET JESSICA & TEJAL
Jessica Miller-Merrell
@jmillermerrell
Tejal Parekh @hackerrank
# OF DEVELOPERS
# OF LANGUAGEs
# OFUNIVERSITIES
# OFCOMPANIES
964,000+ 33+ 250+ 1,000+
Community by the numbers
45,000+
# OFCHALLENGES
70-80
# OFhrs saved / hire
OUR SPONSOR
Sourcing
Screening
Interviewing
ATS
● Source 10X with Codesprints
● Objective, faster screening with code
challenges
● Effective interviews with codepair
SOURCE, SCREEN, HIRE…. FAST!
MAKING THE WORLD FLAT
OUR PANELISTS
Steve Levy@levyrecruits
Kristin Orkney
@korkney
A LOOK INTO THE TECH LANDSCAPE
TECH UNEMPLOYMENT RATES
ASSESSMENT & SELECTION CREATES CONTINUITY
EMPLOYEE LIFE CYCLE
ASSESSMENT FACILITATES CREATIVE TALENT ACQUISITION
ASSESSMENTS MUST MEASURE SKILLS UNIQUE TO THE ROLE
• Customized to unique skills/qualifications• Provide in depth analysis beyond pass/fail • Are robust & technical in nature
ABERDEEN REPORTS AN INCREASE IN USE OF ASSESSMENTS FROM 2013-1014 BY 20%.
OUR AGENDA
• What techies want?
• Code challenges - the new standard for technical
assessment
• RelateIQ’s model of scaling for growth
• Our tech assessment takeaways
POLL QUESTION - #1
• What is most important to my technical candidates & hires? – Environment focused on learning/growth – Healthy sign on bonus & stock options– Great product/code– Beer Fridays – Working with friends
WHAT TECHIES WANT• They want you to be honest; if you’ve never done the job for which you’re
recruiting, NEVER fake it – don’t be a pretender.• They want to know the REAL job not the tasks – the job description isn’t a
recruiting document.• They want to know the “contents” of the entire stack.• They want to discuss your problems – not get grilled about contrived CS 101
material.• They want a real mentor.• They want to be heard once on the job.• They want to have an impact – that’s mine
WHAT TECHIES DON’T WANT
• They don’t want to do your recruiting for you.• They don’t want to be called at work. Period.• They don’t want death-by-interviews.• They don’t want stupid job titles.
HOW TO REACH & ASSESS TECH TALENT?
• A/B Testing Your Process• How We Really Work. (Scrum, Agile, Waterfall, Paired, TDD, BDD, Design)• How Our Best Developers Work• Community Matters
WHAT OUR TECH TALENT WANTS FROM RECRUITERS?
• 360 Relationships• Great Code• Humor• What They Really Want To Do
WHAT’S IMPORTANT TO CANDIDATES
POLL QUESTION - #2
• How do you assess your technical talent? – Traditional Interview– Online Coding Challenge– Technical Assessment – References/Referrals – Gut Instincts
CODE CHALLENGESThe new standard for tech assessment
● Choose a pre-canned
challenge or customize
your own
● Invite candidates at scale
and let the tool assess
automatically
1000+ applications
EMBEDDED CHALLENGESScreen tech candidates the way they’d like to be screened
EASY, AUTOMATED SCREENING
● Platform screens and
assesses technical
strength
● Assigns score and stack
ranks
INDIVIDUAL CANDIDATE INSIGHTS
● In depth performance
insight
● Code challenge screens
for technical prowess, so
can focus on culture fit in
interviews
:: Resume screening time down
to 0
:: 60% reduction in time to
evaluate exams
:: 70% reduction in phone
interview time Saved 75 hrs/ candidate
883 invites
722 responses
162 candidates
COMPANIES INCREASING SCREENING EFFECTIVENESS
POLL QUESTION - #3
• It’s more difficult to recruit technical candidates than it was 6 months ago. – Yes– No– Please help me
RELATEIQ’s 3 RULES OF SCREENING
- Test candidate's technical ability right out of the gate
- Assessments must be technical and objective
- Assess for culture fit
TWO OPTIONS
1. Code challenge: Complete before interviewa. Chosen by 75% of candidates; 0-6 yrs experience
2. Codepair interview: Assess coding skills during pair
programming interviewa. 25% candidates; senior candidates
$20k
Savings in screening time
2$20k33% $20k50%
weeks/ yr of saved
engineering time
Improvement in technical screen to
offer ratio
RESULTS
HOW TO FIND & ASSESS HIDDEN GEMS
• Use the real problems that are currently vexing you at work in your assessment process
• Consider non-traditional backgrounds and make sure your assessment does also.
• Get in the minds of your engineers
QUESTIONS?
LEARN MORE ABOUT . . . • Steve Levy www.b4j.co/stevelevy• Kristin Orkney www.b4j.co/korkney• Tejal Parkekh www.b4j.co/tejalparekh• Jessica Miller-Merrell www.b4j.co/jmillermerrell
Resources: June 2014 Tech Hiring Survey http://b4j.co/tech2014recruiting; Global Human Capital Trends 2014 http://b4j.co/hc2014trends ; How to Get a Woman Engineer’s Attention When Recruiting http://b4j.co/recruit-engineers; Free trial for HackerRank at http://www.hackerrank.com/
HackerRank: Tech Talent Community
THANKS TO HACKERRANK
APPROVED FOR 1.0 HRCI RECERTIFICATION CREDIT
HRCI program number sent to you via email upon program completion.
