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The field of technology is vast and hence it is necessary to get the right employee at different profiles for the company which is active in this field. However, getting the right profile for a technical post is not that easy.
HR may not be aware of technical skill set required in a particular profile and hence the best option to find the skills of an aspirant is to take him through a technical assessment.
Every organization must consider the candidate thoroughly before recruiting for the job or a specific task. The area where technical skills are required in to be performed while performing the job duties, personal interview is not enough for assessment of the candidate.
HR should know about the skills of the potential candidate and to study the level of understanding of the candidate one needs to take up technical test. During this test the recruiter asks various questions related to technology from the candidate. During coding skills assessment the recruiter has to depend upon multiple tests.
Process of Conducting Technical Test
During first few rounds of interview help to shortlist the candidates that are not suitable for such tasks. After that the technical assessment can be done by conducting technical test of rest of the candidates to assess their strength in this field.
If this process is automated recruiter can get best results quickly. Automated process is offered by many service providers who can help in assessment and the interview process can be completed in no time. If the candidates have to be hired for bulk projects then also this process is very effective.
For conducting coding test the automated process can be used to get the complete details in little time. The skills of various candidates can be analyzed in real time and the program will take care of other things.
Grading system can even be incorporated in assessing the candidate and to get the best reports according to the project requirements and needs. The assessment can also be useful when the company wants to choose suitable candidate from within the team for any particular project.
Reason Behind Failure of Conventional Methods
Conventional methods of interview often fail and not effective presently. Generally the questions asked in this method from the candidate are fixed and set. The candidates are already aware about the pattern and type questions that are asked in the interview.
The recruiter gets aware while conducting interview that the candidates have come prepared for such questions in advance.
The companies now take up random questions and use format of the questions in form of multiple choice for mass recruitment, this is done to overcome from the problems related to conventional methods.
These methods also come with certain flaws. The biggest of them can be that candidate might take up wild guess to solve the test or just select some random answers when they do not know the correct option. By applying such tricks by the candidate, if lucky enough can go through the test. The recruiter will never know and be sure whether the candidate has genuinely done all the questions or just cleared through wild guesses.
To clear such doubt the recruiter can take up the multiple-choice question paper and randomly select answers even without reading the questions. At least twenty percent answers can be achieved by the recruiter even in this method. Thus sophisticated methods should be chosen by the organization as they cannot be misused by the candidates in any manner.
Best Alternatives for Technical Tests
Automated tests are the best suitable alternative aided by coding simulators and other available sophisticated tools. This skills test will help the recruiter to understand the attitude of the candidate and considering how the candidates solve a given problem in real life.
Just by answering certain questions, assessing cannot reflect the ability of the candidate in perfect manner. When a situation is given related to the project with a problem to solve, the recruiter can understand the knowledge and thinking in a particular situation.
Testing Tools
For both frontend and backend process various testing tools are available. Different tests can be conducted for the candidates by choosing any of them or both of them. Real life like environment can be created for tasks related to problem solving situation, through the tools like simulators. All the parameters of the candidate can be analyzed in this manner.
The efficiency in the current field can be understood by the way they tackle problem and then begin the coding thus understanding their efficiency in the field.
After getting satisfied completely with the abilities, the candidates can be chosen for further round of interview. The candidates can be filtered on several parameters and the processes can be easily automated with manually checking the code. This makes it the best method of mass recruitment programs and will assist you in a better way to complete the technical test within few hours.
Assess the Skills of the Candidate by Coding Environment
This technical test is conducted in the interviews. It is usually based on the theoretical concepts to assess the knowledge of the candidate. In the real world of programming only knowledge will not be enough, the skills of the candidate should also be emphasized before selecting the right candidate for the job.
The need is to conduct test in a project-based coding environment. This can be done by selecting simulators for coding and it can be possible by choosing the automated tests. The task related to real life projects can be given to the candidate so that they can solve the given problems.
Reliable Services for Interviews
There are reliable services available for conduction of interviews. The recruiter can list out the requirement that will suit the hiring needs and the service provider will be able to tune the entire process accordingly. The process offered is cost effective for the long run and also save a lot time for the team hired for the project.
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