To Test or Not to Test

16th October 2018

Recruitment tests…so before I get started with this I want to make it clear I’m fully aware of the importance of bringing the right person in to the business and often that includes testing their knowledge around the technologies the given person will be working with. The aim of this article is to provide in-sight in to how some of these tests are perceived by the candidate pools we are fishing from and the pro’s and con’s to having them in the process, I’ll try to keep it a good length…
 
As most people within the Digital Commerce Technology space are aware, there is a BIG candidate shortage across most roles. I am going to focus across software development, sorry to all of the other professionals out there going through similar scenarios! We’re living in a candidate short, job heavy market, in fact jobs available probably outweigh candidates by 3 if not 4 or 5 to 1 in certain technologies. With this in mind the most important thing is being able to draw candidates to your brand and have the most seamless candidate experience whilst going through the process as quickly as possible.
 
In the last 2 years, salaries within the digital commerce technology space have increased more than ever, the UK average of 3% is dwarfed with increases of 15% fairly normal. We’ve seen 20% plus on numerous occasions.  On top of this companies are offering improved packages, shorter time to hire and are flexing on the type of person they bring in, rather than looking for the A star candidate all of the time perhaps the candidate with ¾ of the skills but a great attitude could do the job. 
 
With so much emphasis on investing and growing teams and so many different ways to test people’s knowledge tests are often sent for the candidate to do in their own time.  This is often done on the basis that “if they want the job they will do it to the best of their ability” is this the best way to go around finding and attracting talent? Or, will it just continue to result in a lack of growth and a slow time to hire. 
 
Imagine If you were the candidate in this instance with 5 or 6 opportunities on the go (that’s normal, likely more) and 2 required tests taking 2-3 hours upfront and 4 without, which would you prioritise?... And this is my point, with everyone fighting for the best talent we need to work together (agency and client) in helping identify and attract and the best talent in the given sector. Is this test really necessary or is there anything else we can do to make sure ability is at the required level without being put to the bottom of the pile of 5 or more job applications.
 
I’m sure many of you reading this will have stories to share, I’m interested in hearing any good or bad experiences you’ve had with tests/interview processes, innovative ways you’ve been able to expedite interview processes as well as successful/unsuccessful strategies around attracting talent. Let’s work together to try and make the interview process as smooth, but efficient, for all parties, as possible.