DevScore Introduces Developer Acquisition Functionality

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Finding the right software developer just got a lot easier for HRs, recruiters, & hiring managers.

DevScore’s new Acquisition functionality enables HR staff to easily source and vet talented developers that are actively looking for work.

Recruiters can now literally source, vet, & interview developers in minutes.

3 August 2017 — DevScore, the software developer skills-assessment SaaS (Software-as-a-Service) that launched earlier this year at HR Tech World, has introduced a brand new Acquisition feature — one that complements and works seamlessly with its existing functionality — bringing recruiters, hiring managers, and HR a complete candidate-matching, acquisition, assessing, and digital screening service.

Customers can now make targeted developer searches based on actual coding experience; an industry first — a feature that just didn’t exist before in HR tech. They can also filter results by skills, experience, and geographical location easily; allowing them to cherry pick the exact software development talent they need for their business’ individual requirements.

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DevScore’s unique and rapidly growing database contains millions of developers. The new Acquisition function finds and connects with those that are actively looking for work.

“In the fast-paced world of software development, acquisition, assessing, and hiring great people quickly is business-critical,” explains DevScore founder, Peter Cummings. “With the new Acquisition feature, recruiters can now literally go from initial sourcing to potentially interviewing a candidate in minutes.”

The Acquisition function is a direct challenge to job boards and candidate sourcing companies that lack the depth of understanding needed to make fully-informed hiring recommendations. These platforms largely use simplistic text-based matching software and lack any sort of advanced assessment and selection criteria. However, up until now coding analysis just hasn’t been available to recruiters.

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“There are loads of sites where you can hire recruiters and freelancers,” says Cummings. “But it’s important that you can qualify how good a developer is. There’s always a chance some will exaggerate their CVs, but without any form of code analysis, recruiters can’t get an accurate picture of what a developer can and can’t do. DevScore can literally see what the coder has created and assesses the quality of their code; which enables us to understand how they stack up among their peers.”

Within the Acquisition tool, users can create a customise specific search; filtering developer information by numerous criteria — including experience, flexibility, skills, and location. In addition, searches can be saved and lists can be easily downloaded by users. And where no exact data immediately exists for a chosen set of criteria, customers can create a notification that will let them know when there’s a specific match. Also, API integration makes it easy to pull in DevScore functionality to any job board or talent acquisition tool.

“Everyone who wants to be a developer, can be,” says Cummings. “It’s unlike most other jobs. Your contributions and experience are highly visible. The Acquisition module can help determine which who’s an expert and who’s a novice — reducing the time-to-hire and increasing the quality-of-hire.”

About DevScore:

DevScore enables recruiters and HR staff – even the non-tech savvy – to accurately assess and validate a developer’s skills and experience in an easy understandable format. No need to scan every resume anymore – now you can compile a shortlist with the right candidates in record time.

We scan code repositories across the internet, and analyse the code that developers have submitted. Using our analytics engine we are able to find out how many months the developer has actually used a language, framework, or a development style for. We then assign the developer a score – the DevScore – and from that provide a rank for the developer both worldwide and in the country where they live.

The Unique Challenges of Mass Recruitment in India

The Unique Challenges of Mass Recruitment in India

Ask any Indian HR professional and they will tell you that when it comes to acquiring talent their biggest burden is to sift through applications. Add to that what a 2014 newspaper report stated – that of the 12 million people entering the labour market every year in India, nearly 75% are not job-ready. This problem is amplified when mass hiring for lower level roles in sales, logistics, operations, data entry etc.

It is not uncommon for some recruiters to reject 90% of the applicants for a job without even the need to forward their CVs to the next round. Basic qualifications and relevant work experience are missing, which are crucial for discharging the duties for the role applied for.

This problem is especially widespread in a large and technologically immature work force like in India. Job seekers are struggling to catch the attention of employers and end up applying to many more jobs than they are suited for. At the other end recruiters are inundated with candidates they cannot push to subsequent stages and neither can they pipeline so many for the future.

So why is it so difficult for recruiters and job seekers in India?

For Recruiters and Candidates Alike the Clutter in Job Portals Undoes the Benefits of HR Technology

There are a multiplicity of factors that have created this situation. Some are specific to the Indian landscape, and some are the challenges of every developing country. But largely they are problems of disorganised or insufficient data.

  1. Resumes are not rich enough

The ability to present relevant information on a resume is not widespread among the Indian workforce. Typically they use a Biodata, which are statements of personal information like one’s address, parents’ names, marital status etc. These are remnants of older days that, unfortunately, don’t provide the right data that the recruiter is looking for.

  1. Portals are limited and not used appropriately

The vast benefits of technology that can make big data consumable are not yet serving most job seekers. Instead, what exists are just databases of resumes and job openings with little value added to make them match each other. As a result, most portals are just dumping grounds of biodatas and not much more.

  1. The challenge of remoteness

India is almost unimaginably vast, and permeation is made even more difficult due to large differences in language, culture, and access to the internet. It is primarily the metropolitan audience who have technology at their service, although it is the hard-to-reach who could benefit from technology the most. Internet has made huge inroads everywhere in the country, but the patterns of consumption don’t typically include job search.

  1. Job alerts are often irrelevant

The lack of organised data, and the missing critical oversight, mean that job alerts often become very tangential to the job seekers need. Moreover, there are no layers of information added to the job seeker profile that refines the alerts based on preferences.

  1. The Black Hole

This is every job seeker’s nightmare, the black hole where their numerous job applications go and are never heard of again. Dealing with such large numbers of job seeker applications means the recruiter is filtering them out at a massive rate. The candidate almost never gets to hear what happened to their application and why it was rejected. This feeling of despair also worsens the very condition that caused it, namely it becomes a game of volume for the despondent. When job seekers anticipate not hearing back from places they’ve applied to, they start indiscriminately submitting applications everywhere, hoping 1 out of 10 will respond.

At the same time, sitting at the other end of the application pile, is the employer who is suffering from the inefficiencies of this process.

  1. Less information to process

Recruiters are not finding what they need to know about the candidate. Raw data doesn’t inform them, so it forces a slashing mentality that eliminates up to 90% of applications just because they are inadequate. This largely insufficient job seeker profile is not rich and hence too large a number of them become unusable.

  1. Clutter

Related to the previous point is the clutter these large volumes create for recruiters. And a process prone to cluttering creates jamming. This will create sub-standard decision-making despite having talented people on both ends.

  1. Good candidates

This is what the recruiter is really after – good candidates. And what is a good candidate for the recruiter? Someone who is fit for the role based on his/her qualifications and experience, and also someone who is interested and intends to do this job and will not drop out soon. Finding this fit and intent should be what every HR tool and technology is geared towards.

What Is The Solution?

Data Can Truly Start Making a Difference to How We Make Decisions When Recruiting

Cleaning up this process and making it future-ready means job portals have to wear the hat of being an analytics company at heart. Collecting resumes is the old way of job portal 1.0. We can no longer get by with data dumps, and what the Indian job market needs is job matching. We need to see the sunrise of Job Portal 2.0 – driven by data, sorting and understand behaviour patterns, presenting usable insights for the recruiter and response for the job seeker.

  1. Pre-screening using technology

    • Customised questions – Adding a customised layer of application filtration based on knock-out or must-have questions allows recruiters to control who can apply to the job posting. For instance, for the role of delivery agents a very important set of questions will be whether the applicant holds a valid driving license and whether they possess their own vehicle. Something like this will not be captured on a CV and neither does the applicant always self-assess before applying. So, by putting these criteria in the form of a quick questionnaire before allowing the candidate to submit will cut through the excesses in one massive swoop, and clear the dreaded black hole.
    • Behavioural indications of preferences – Companies don’t have access to data for candidates outside their system and are, hence, unable to make fact-based judgements when looking to hire. An enhanced portal that has this collective data, and empowers the employer with it becomes similar to a credit bureau. It can effectively promote candidates who have behavioural traits the employer is looking for, thereby making an unbeatable matching engine.
    • Skill assessment – Resumes come in all shapes and sizes and not all of them are utilitarian. A portal that is able to gather candidates’ data on a common framework and is then able to rate them on a point-based scale takes the guesswork out of finding the best candidates. If your job needs basic understanding of sales but deep knowledge of telecom, then don’t go by what they have written, and instead find someone who rates 2 out of 5 on the first and 4 out of 5 on the second.
    • Instantaneous shortlisting – When all the data is cooked and ready, you can start shortlisting from even before the application is shortlisted. As mentioned above, custom questions and skill assessment will stop unfit candidates from applying for a job they are not going to get, and even those whose behavioural data indicates that for some reason they will not be a good candidate to interview. The recruiter gets auto-vetted candidates.
  2. Quick review formats

    • Infographic resume – The resume itself needs a revamp, and candidate information needs to come on to a common framework. Many companies are doing this currently by asking candidates to fill out forms on their own website. But the effort of filling out forms for each job application can be reduced when the portal itself keeps it manageable. The world is also going visual, so an infographic-style format resume gives much more value than a paragraph-style one.
    • Graphical ATS – Taking it further, creating a graphical Applicant Tracking System (ATS) will allow for managing large volumes. A visual tracking interface allows for better management of application flow from start to finish. Think of it like the funnel we have so often heard about and seen for measuring website metrics. A funnel could typically start with the total number of applicants, then show you how many have been filtered out at the preliminary stage, then how many you have chosen to interview, how many you have made an offer to, and finally how many joined. Levels of complexity can be inserted into this basic flow that allows more granular tracking.

Technology has to make our lives easier, not harder. So, job portal 2.0 has to cook the data for the recruiter and give them actionable and customised readings for every 1 candidate, not macro level data overall for 100 candidates. It has to take the user to where they need to go, and not just vaguely point out the direction. This is where data can truly start making a difference to how we make decisions.

So, are we heading towards better recruitment based on data? Or will everything lose against the recruiter’s intuition? The answer lies in between – data’s job is to allow the recruiter to make an informed decision. It has to filter hundreds and hundreds of resumes to find the right person for the job, and also to find the right job for each person. Right now the system lets too many hapless candidates drop out of the funnel with no hope, and that is not where Human Resources should be comfortable.

It is a given, now, that more people will be looking for jobs online, and that recruiters will have to deal will massive volumes. So, why settle for an inefficient system when all the power of technology is just a click away?

About the Author

Sumit Ray, Digital Marketing Manager at MeraJob

Sumit Ray is a Digital Marketing Manager, and part of www.MeraJob.in, India’s 1st Job Matching Portal. He is deeply interested in HR Tech and Online Marketing, both of which fields are seeing lightning-fast changes as traditional is replaced by digital.


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Video Interviews: See behind the CV | skeeled.com

Hello there, and welcome to this week’s edition of the skeeled.com blog!

We’ve already covered some topics over our previous two blog posts regarding candidate testing and the importance of personality, and today we’re going to focus on another growing facet of recruitment today: The Video Interview.

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So what is a Video Interview?

A video interview allows job seekers and recruiters to connect early on in the hiring process, using web-based video technology as the communication medium. These interviews take place remotely, and are an important conversation between the candidate and  the recruiter. There’s a suggestion that conversation is a “fine art”, and when it comes to video interviews that is certainly the case. Conversation contains so many non verbal aspects, and in terms of video interviews the important aspects are seeing and being seen, and this counts for both the candidate and the recruiter. We’ll get to some tips for video interviews later on!

The different types of Video Interviews:

Live Video Interviews:

Works exactly like a normal face to face interview, minus the travel issues! Live interviews are the most common method of conducting video interviews, usually held through an online video medium such as Skype or a similar platform. Live interviews are very useful in terms of making initial contact with a potential candidate that stands out, as they can be used as a more informal way of learning about the candidate, their skill set, and their personality.

One-Way Video Interviews:

This method of video interviewing is becoming more and more popular, and is very different from live interviews. One-way interviews involve the recruiter developing a series of questions directly related to the vacancy,  to which the candidate then records their answers. The one-way method is especially useful for candidates who may be a little nervous about interviews in general, as they can answer questions related directly to the vacancy from the comfort of their couch if they so wish.

Video interviewing has opened up the way companies and candidates interact. Job seekers who are willing to relocate can now conduct interviews with potential employers even if they live in another continent, especially when it comes to high ranking positions. They are also extremely useful when companies have a high volume of candidates for particular positions. Companies can save money, time, and increase efficiency by involving video interviews in their recruitment processes. For example, a survey by Aberdeen Group found that ten one-way video interview responses can be viewed in the same time it takes to carry out a single phone interview!

So what are the best practices in terms of video interviews for both recruiters and candidates?

For Recruiters:

  • For live interviews: have a clear outline of the questions that you want to ask the candidate, but leave a little room for spontaneous interaction as well. You should focus on getting to know the person too!
  • For one-way interviews: Structure the series of questions in a way that will achieve the highest response rate while keeping the interview concise and to the point. Collaborate with colleagues to design the questions.
  • You should have an idea also of what type of personality suits the position and company culture. Watch for body language, ability to communicate clearly, just how the candidate conducts themselves in general.

For Candidates, some general helpful information:

  • Conduct the interview somewhere comfortable, and free from distractions.
  • Read the job description and verse yourself on responses as to how you fit the description, and what skills you could bring to the company.
  • Relax! The recruiter is taking time to interview you because you are obviously someone of interest to them. Be confident in conveying your skills and abilities, and take your time in responding to questions.
  • Dress the part! It is a job interview after all, so dress appropriately, unless you really live on the edge….

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We recommend wearing pants!

Thanks again for reading our blog, and as always please feel free to leave some feedback!

-Team skeeled.com

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Source: Video Interviews: See behind the CV. | skeeled.com

Recruitment Metrics (Or time to hire factors) | skeeled.com

Hi there!

Welcome to another edition of the skeeled.com blog.

This week we are going to look at some crucial metrics in recruitment processes, and the issues that can arise in the overall modern recruitment process.

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  • Time to Hire: The time it takes to hire a new employee is growing ever longer. This can stem from a number of factors such as a lack of qualified candidates for the role, candidates not accepting contract offers, or worse still opting to go with another company instead! Companies with excellent on-boarding and candidate management processes can get new hires up to speed faster, so looking at the length of time it takes to hire new personnel is crucial if you want to attract the top talent.
  • Candidate Sourcing: Where do you advertise your vacancies? Job boards? Newsletters? Social Media Channels? There’s a cost associated with advertising via these channels, so which one offers the most qualified candidates over the shortest period of time? It’s all too easy nowadays for non-qualified candidates to just click “Apply Now” without giving much regard to your requirements, thus wasting the recruiter’s time screening dozens of CVs that are not suitable to the role.
  • The Cost of Hire: The longer it takes to hire a new person for a vacant role, the more it costs! It’s a simple factor that’s often ignored, and considering the costs involved in advertising your vacancies, paying external recruitment agencies, the time involved in screening CVs and interviewing candidates… It all adds up! Making changes to your recruitment processes that makes it shorter and more cost efficient to fill your vacancies will save you a lot of time, and money, in the long run.

At skeeled.com we’re developing the next generation of candidate screening software. Our platform automatically screens CVs for you, shortlisting the best candidates for your vacancy, ranking them using a powerful algorithm, and allowing your recruitment team to access in depth analysis on candidate personality assessments and video interviews. We will decrease the time it takes to fill your vacant positions and save you money in the process! For more information, click here to check our latest video 😉

Thanks for taking time to check out the skeeled.com blog and do not forget to follow us on LinkedIn. See you next time!

-Team skeeled.com

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Source: Recruitment Metrics (Or time to hire factors) | skeeled.com