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It's time to ditch the CV: Why tech recruiters are changing how they hire:
More than half of recruiters are open to the idea of eliminating CVs from the hiring process in favour of an increase in skills-based assessments.
That's according to a survey conducted by developer hiring platform CodinGame and technical interview platform CoderPad, which found that recruiters are increasingly wary of the limitations of resumes and other traditional hiring techniques when trying to identify skilled candidates.
The survey argued that removing CVs from the hiring process would help open up the talent pool and make recruitment more diverse. Two-thirds (66%) of technology recruiters said bias is an issue in hiring, with resumes regarded as "a major contributory factor".
[...] Amanda Richardson, CEO of CoderPad, believes the hiring system is broken. "Part of what we're seeing is there are still companies that not only demand a computer science degree, they demand a computer science degree from one of five schools, or someone who's worked at one of five companies," Richardson tells ZDNet.
"No matter how you cut it...there just aren't that many bodies coming into the workforce. The opportunity to be smart about how you're recruiting, looking for skills and walking away from some of those traditional steps, is really a huge culture shift."
The argument for skills-based assessment tools centres on the idea that they remove bias in hiring by allowing employers to determine a candidate's suitability based on their performance alone, as opposed to any information contained within the candidate's CV that could influence a hiring manager's employment decisions.
Thanks to growing interest in coding and the proliferation of coding bootcamps, a computer science degree is no longer a prerequisite for a career in software development. That said, having a formal qualification certainly helps, and a number of major technology firms still insist on their employees having a fundamental grasp of programming theory.
"Both Stanford and MIT teach a class called 'How to Pass the Technical Interview' for credit," says Richardson.
"There's something broken in the world when you're taking a class on how to get the job at arguably the most highly qualified specialized schools in the country."
The good news is that, with technology jobs becoming increasingly platform-based, more companies are willing to hire candidates who can show aptitude in software tools, programming languages and frameworks used by the business.
(Score: 3, Interesting) by Anonymous Coward on Tuesday January 18 2022, @12:38AM (6 children)
My wife was looking for a new job about 8 years ago. She had a 20+ year resume with lots of demonstrated project management experience. One place, a very large company, seemed very interested in her and she had several interviews. Then they pulled out the "here's an analytical test you need to take," and her reaction was "you can go fuck yourselves." I can't imagine too many good people with lots of experience, meaning they have well developed bullshit detectors, take well to these bullshit requirements. But you are right, it was in the "Google is doing it . . . " phase.
(Score: 3, Touché) by Anonymous Coward on Tuesday January 18 2022, @01:09AM (4 children)
A lot of people seem to have 20+ years of experience in project management, without having gained any ability to manage projects.
(Score: -1, Troll) by Anonymous Coward on Tuesday January 18 2022, @02:55AM (1 child)
I see you're one of those deadweights who walk their coffee mugs from cube to cube complaining about the project managers.
(Score: 0) by Anonymous Coward on Tuesday January 18 2022, @07:27AM
complaining about the other project managers.
(Score: 2) by PiMuNu on Tuesday January 18 2022, @09:07AM (1 child)
OTOH how would ability to manage projects be demonstrated by an "analytical test"
(Score: 1, Touché) by Anonymous Coward on Tuesday January 18 2022, @07:51PM
(Score: 0) by Anonymous Coward on Tuesday January 18 2022, @02:04PM
There's a bunch of people out there with the same year of experience 20 times as opposed to folks that have 20 years of experience. I don't relish the idea of taking a test to get a job, but by the same token, what else do you do to exclude people that were doing just well enough to be fired and where the company couldn't get rid of them? At the end of the day, there needs to be some way of dealing with the fact that an increasing share of employers won't do much beyond confirming dates and titles when references are requested.