5 Innovative Assessment Methods in IT Recruitment

How many ways can there be to assess an IT job candidate? Doesn’t sound like a very innovative and creative task, right?

Well, wrong.

There are many unexpected methods of assessing an applicant’s qualities aside from the traditional interview. Today I’ll share 5 of them, hopefully at least one comes in handy in your practice.

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1. Real-World Simulations

I’d say that the most effective way to assess technical skills is through real-world simulations. Instead of relying solely on theoretical knowledge, candidates are presented with scenarios that mimic the challenges they might face on the job. For instance, a software engineer might be tasked with debugging a live application or optimizing code for performance. These simulations provide a hands-on approach to assessment, offering a glimpse into a candidate's problem-solving skills in a practical setting. Make sure to give them a realistic task, but not one that is really a part of the pipeline due to two reasons: 1. There is a risk of proprietary code being revealed; 2. If the candidate is not hired, they may get the feeling they’ve been used to generate code that is being implemented and not paid for.

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2. Hackathons and Coding Challenges

Hackathons and coding challenges have gained popularity as dynamic assessment tools. These events allow candidates to showcase their coding abilities in a time-constrained, competitive environment. By participating in these challenges, applicants not only demonstrate technical expertise but also highlight their creativity and adaptability when tackling unique problems. Companies can use these events as a way to identify top talent and foster a collaborative and innovative culture. I love this approach because it creates a fun, yet competitive environment, highlighting the best talent.

3. Pair Programming Interviews

Traditional coding tests often isolate candidates, assessing their abilities in a vacuum. Pair programming interviews, on the other hand, involve collaborative coding sessions between the candidate and an interviewer. This method not only evaluates technical skills but also assesses communication, teamwork, and problem-solving abilities in a real-time setting. It provides insights into a candidate's thought process and approach to problem-solving, offering a more comprehensive evaluation. It also demonstrates how much of a team player the candidate is from the get-go.

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4. Behavioral Interviews with Technical Components

Combining technical assessments with behavioral interviews allows recruiters to evaluate a candidate's interpersonal skills alongside their technical prowess. This approach involves posing real-world problems during the interview and assessing how candidates articulate their thought processes, communicate with clarity, and collaborate with others. By incorporating behavioral aspects, companies can gain a holistic understanding of a candidate's fit within the team and organization. Ideally, the ‘script’ would be created in collaboration with a tech lead from the company or such a person would be present during the interview.

5. Portfolio and Project-Based Assessments

In addition to traditional resumes, candidates can showcase their skills through portfolios and project-based assessments. Encouraging candidates to present their past projects, whether personal or professional, provides a tangible representation of their abilities. You can also encourage them to show projects that aren’t seemingly relevant but can give you a good idea of their way of thinking. Or you can take one of their personal projects and task them to develop it further utilizing a technology that is widely used in your company. This method allows recruiters to evaluate the quality of a candidate's work, their problem-solving strategies, and their ability to deliver results in practical scenarios.

In short, innovative assessment methods are super effective in identifying and attracting top talent in the competitive tech industry. By incorporating these creative approaches, recruiters can gain a more comprehensive understanding of a candidate's technical skills and problem-solving abilities, ultimately fostering a workforce that is not only proficient but also adaptable and innovative. As the tech landscape continues to evolve, so too should our methods for evaluating the skills of those who will shape its future. Have you tried any of these? Or do you have some other intriguing approaches to share? Let me know in the comments or drop me a personal message!