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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: 5, Interesting) by Anonymous Coward on Tuesday January 18 2022, @05:25AM
I don't know if this observation is germane or not, but I noticed this correlation in my career...
If I was to work directly for the guy who interviewed me, it was a very pleasant interview, and we both were very comfortable with whether or not this was going to be a good fit.
The times I interviewed through some HR type, the whole thing was a mess. For both of us. Especially those tests which had nothing to do with what I do. I build things. I fix things. I design things. I code in Fortran, C++, Assembler. I also design hardware at the component level, analog and digital. I am at home around RF transistors to locomotive SCRs. I have my way of doing things and what tools I use.
I have my own computer which I have my design tools on. I have used it for 20 years. It has cross compilers for the microcontrollers I specialize in, notably the 65C02 and the 68000 series processors. It also runs EAGLE for schematics and PC board Gerber file generation. It runs Mathcad, LT Spice. And scores of tools I have coded over the years for my own use.
All I need is some handshaker tell me all the expertise I invested a lifetime developing won't be usable because I do not code in huge RAD systems I poorly understand and even I know I will likely make buggy code. I hate proprietary IP. Huge fatal single point of failure.