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Guest blog by HackerEarth.
We’re going to do you all a favor and not throw overused platitudes your way like ‘remote hiring is the new norm’ or that ‘going completely remote is all the rage right now’.
No, we’re not going to waste your time (or ours) with all that strong pandemic preaching.
Let’s be realistic here—not all firms operate with the same degree of freedom. Some can’t afford to have different departments spread out across completely different time zones. Depending on the nature of your business, you may not qualify to go fully remote.
Remember, this is an important decision that you, as a company need to make after carefully weighing all your options. It’s up to you to discern whether you want to take the complete plunge and become a remote-first company, or simply a remote-friendly one.
By taking the remote route, you’ve separated yourself from the pack and opened up your gates to a very large influx of highly qualified individuals with killer profiles.
And there are very few things that a talented fleet of remote workers can’t achieve or pull together in record-breaking time. So, rest assured, your decision won’t be for naught.
The more you stray away from your regional hiring hotspot, the less you are competing with other companies in your own backyard. By going remote, you’ll expand your hiring strategy, resulting in a talent pool that is now exponentially increased in size, flavor, and overall quality.
You and your team will no longer be dependent on only the candidates that are able to come into your brick and mortar establishment to apply, interview, etc. Now that everything is done remotely, including the recruitment process, you’ll be able to source beyond state or even country lines.
Finding great talent is like finding wildflowers; they know no zone, longitude, or latitude. Good candidates, like wildflowers, can sprout up almost anywhere. And they’re often in their prettiest form factor where it’s least expected of them.
There are many factors that support and nurture a candidate’s growth apart from simply their location. In fact, in our day and age, location plays little to almost no part in their growth.
As far as tech recruits go, in particular, the only language that they need to be super-competent at is the computer language. The only lines they need to be well-versed in are their code.
Geographical borders have no existential significance in the digital world. And in terms of a knowledge base, there’s simply nothing the online world doesn’t or can’t offer that the real world can. International online university degrees, diploma courses, coding language masterclasses, remote tech crash-courses, the list just goes on and on. So knowledge downloading and remote upskilling are no longer concerns faced by the modern man.
Embracing remote work wouldn’t be possible without recent breakthroughs in technology, and, of course, the sudden sense of urgency that the pandemic has sparked.
So, even though this work module has existed for decades now, it’s picking up the pace now, making today the most ideal time in history to jump in on this bandwagon.
Now, all this may make sense on paper, but is it feasible in real-time? The question arises — how can you really scale your recruitment process to fit something of this magnitude? To be able to shortlist, interview, and remotely assess applicants from different corners of the globe?
With a little software intervention, there’s nothing you can’t solve or accommodate.
When looking for tech candidates, coding tests platforms like HackerEarth, for example, can not only help you choose the best talent out there but can also help you efficiently shortlist candidate profiles that are optimized to suit your role.
A larger hiring pool means that you will now receive a larger number of inbound applications as well; monumentally larger. While this sounds like great news for the organization, it’s actually an organizational nightmare for recruiters and hiring managers.
Here, hiring tools and assessment platforms can help you organize your remote hiring process by a significant amount. While your first round of candidate screening can be simplified using certain intuitive Applicant Tracking Systems like JazzHR, technical assessment tools, however, would be able to help you in the next few rounds of screening by shortlisting your technical hires using automated coding assessments and programming challenges. These comprehensive tests offer you deep insights into, as well as a well-rounded analysis of, the developer’s technical prowess.
You can also incorporate remote coding interview platforms into your hiring model; to help you interview technical candidates from across the continent, in real-time. Programming assessment tools manage to ease out your hiring woes by a large margin, saving you oodles of time, effort, and money.
In a day and age where the level of software automation is moving at a phenomenal pace, being dependent on manual means of hiring is almost like dialing back in time — every day. Imagine pumping your human technical recruiting team — with steroids. That’s literally what having a coding assessment tool like HackerEarth at your disposal would feel like.
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