With a hiring rate as low as 31% in 2020 in India, even the finest graduates are not immune to the criticalities of technical hiring processes. Of course, everyone can obtain a degree in the competitive world, but these programs often fail learners in the job market.
Undeniably, a visible lapse in our institutional systems is prevalent. Therefore, individuals must recuperate the shortcomings through practical portfolios and professional experience. However, can companies always rely on these limiting parameters to scan for highly qualified, experienced, and skilled candidates?
The answer is: no. Companies cannot afford to narrow their hiring horizons to candidates with pre-graduate/professional portfolios.
Employers must consider that such professional opportunities are seldom available to the majority, disadvantaging many appropriate candidates in the process. Therefore, we owe it to technical assessments revolutionising this conversation today.
Increasingly, research shows how picking the right candidate includes an evaluation of their technical competence just as much as their attitude, personality, and interests.
Technical assessments are an inclusive and nuanced parameter in filtering diverse prospects. As a result, assessments prove the most efficient means of hiring the most qualified candidates.
Let us demonstrate why technical assessments have repeatedly set the mark in best-in-class technical hiring processes!
What is a Technical Assessment?
A technical assessment is a task or role-based test. It aids in assessing the efficacy of aspirants in the workplace. Unlike conventional assessments, a technical assessment evaluates required skill sets and gauge task efficiency.
Companies can use technical skills screening software to assess the specialised talents of potential employees. Organisations use such tools to conduct interviews for technical employment and evaluate candidate’s technical skills, particularly coding.
These pre-employment testing systems often include a variety of coding languages, tests of different difficulty, and the opportunity to rank each candidate’s performance objectively.
Companies use these solutions to screen out unqualified candidates early in the hiring process and enhance hiring outcomes by discovering developers who demonstrate that they possess the necessary abilities.
Here are five reasons why every company opts for technical assessments:
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A real-time assessment
With a technical assessment tool, recruiters can assess the ability of candidates to perform and produce work in conditions similar to that in reality. Through real-time evaluation, candidates may depict an accurate presentation of their capabilities. Unlike a body of work created over an extensive period, a technical assessment proves highly relevant in determining their day-to-day workflow in real-time.
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Greater accuracy
Conventional CVs and interviews are increasingly becoming obsolete in accurately reflecting the prospects’ performance in the workplace. Technical assessments create a real-world situation. Technical reviews allow for greater accuracy in hiring decisions. Through performance-based tests, recruiters avoid possibilities of bias; the reviews meet a diverse set of demands, are significantly more reliable and aid a long-term evaluation of candidate performance in the workplace.
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Fulfilling recruitment process
Given the range of project-based assessments, tech assessments set aside boring recruitment cycles, creating a fulfilling development and learning possibility for each candidate. Moreover, unlike tests that do not account for their creativity or performance, project-based assessments are markedly interesting for both the recruiter and candidates.
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Speeding the hiring process
Through domain-based qualitative tests, recruiters can save a lot of time in the hiring process. Long-drawn tedious processes often cost companies their top and most suited prospects. By using technical assessments, companies can cover many applicants at a quicker pace. These factors lead to faster and better hiring decisions for the company.
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Error-free parameter
Companies have to often go through lengthy processes ensuring the reliability of candidate resumes and CVs. Instead, employers can redirect such valuable hiring time towards assessing the candidates’ skills, performance, and talent. In addition, technical assessments open up possibilities of error-free projects, allowing for an in-depth understanding of every potential candidate.
How Can Learners Prepare for Technical Assessments?
Through innovative upskilling programs, learners can build skillsets to match the needs and requirements of the job market. College education provides fodder for their resumes but hardly presents a diverse and impactful portfolio. With the SuperCoders program by CodeQuotient, learners get a chance to produce top-notch projects.
SuperCoders upgrade their skills through weekly assignments. These assignments provide them with a toolkit and a chance to showcase their talent while building an intriguing portfolio. This dual objective makes every learner a potential employee while assisting them in expanding their body of work.
CodeQuotient also increases learner employability by providing placement assistance. Partnering with many companies and various colleges, CodeQuotient gives learners the in-depth knowledge to crack different hiring processes and interviews.
Key Takeaway
As companies are beginning to shift to innovative, dense, and performance-based technical assessments, candidates can accurately showcase their skills and talents. However, these technical assessments are not accessible to learners without a range of opportunities or project experience.
With SuperCoder, learners can upskill, upgrade, and build an array of projects while increasingly adapting to the necessities of the industry.
Furthermore, by partnering with companies, CodeQuotient also creates opportunities for learners to obtain jobs and put their skills to use. Companies can only benefit from learners who display a comprehensive knowledge and skills of the workspace over an elaborate list of candidate resumes.
For more information on how to collaborate with CodeQuotient, send us an email at info@codequotient.com
