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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.