Best Practices for Vetting Tech Candidates in Remotely 2024

Vetting tech candidates is an important part of the hiring process because it allows you to evaluate the candidate’s skills before the interview and decide whether or not to move forward. You can vet them using a variety of platforms after reviewing their software engineer resume. On the other hand, a vetting tech candidates process can take a significant amount of time and money, especially if a company uses only internal resources. This article has compiled the best practices for vetting tech candidates, including tools, methods, and companies.

Automated vetting tools: online assessment software

An online coding interview tool can save you time and effort, especially if you vet remote developers. These tools generate tests based on the candidate’s technological stack and experience. The results of these tests will assist you in determining whether the candidate is a good fit for your team.

But which method is the most effective for testing a candidate’s programming knowledge in real-time? Here are the top coding assessment test platforms, according to our research:

Codility

Codility is an online tech skills assessment platform that includes the vetting test products listed below:

• CodeCheck is a tool for assessing real-world development skills, fundamental programming skills, and technical knowledge.
• CodeLive is an online room where candidates in real-time tech interviews can collaborate and code.

Codility is used by tech giants such as Amazon, Microsoft, Intel, PayPal, and others when vetting tech candidates.

HackerRank

Through coding tests, this tech interview platform assists its clients in identifying and hiring developers with the necessary skills. PayPal, Atlassian, LinkedIn, and many other companies are among their clients. HackerRank provides the following services and products:

• CodeScreen: enables employers to assess developer skills by inviting candidates to participate in online coding assessments.
• CodePair: uses real-time online pair programming to assess a candidate’s problem-solving and communication skills.
• Projects: The candidate should complete a real-life project to demonstrate their project-based skills to the employer.
• Insight is an AI-powered solution that can help you track your candidates’ progress during the vetting process.

HackerRank also allows developers to apply for open positions at companies that screen their candidates using HackerRank. Furthermore, they can take part in the challenges that these companies provide.

CodeSignal

This evaluation platform provides the following products:

• Certify: proctored coding assessments for software engineer certification allow the recruiters to make objective hiring decisions.
• Test: custom coding tests tailored to the skills you need for your open position.
• Interview: live video interviews using custom or pre-defined tests in an advanced collaborative coding environment.

Uber, Lenovo, Affinity, Quora, and other companies rely on CodeSignal.

ChallengeRocket

This startup has created a one-of-a-kind AI technology that can evaluate candidates without human intervention and connect top tech talent with companies. ChallengeRocket sells the following items:

• Code challenge: a solution that generates and evaluates vetting test content automatically.
• Creative challenge: a more advanced version of a code challenge that assists employers in discovering hidden talent and promoting innovative ideas.
• Run a hackathon: an online hackathon builder that can also be used for recruiting.

Clients of ChallengeRocket include IBM, Nvidia, and ING.

CodinGame

This gamified online assessment software verifies your candidates’ coding skills with hands-on challenges. The platform enables you to rank and screen candidates at the start of your hiring process, allowing you to eliminate only developers who meet your criteria. Customers who use CodinGame to test the skills of their candidates include Facebook, Adobe, Bank of America, Deloitte, Nintendo, and others.

Qualified

Qualified, developed by CodeWars, a software engineer community, provides its clients access to tech skills assessment tools based on real-world coding samples. The platform supports various programming languages and technologies, allowing you to review completed assignments. Apple, Accenture, Domino’s, and many other companies rely on the Qualified’s skills test.

Coderbyte

Coderbyte is an online assessment platform that allows you to create and customize test challenges and projects for developer vetting. It is possible to choose ready-made tests from the Coderbyte library and optimize existing internal tests. You will receive detailed reports with code solutions and even video recordings of the candidates taking the test after each. Nokia, AngelList, HBO, and other companies have trusted Coderbyte.

CoderPad

CoderPad is a simple coding environment that supports over 30 languages and technologies and is compatible with any code. From the CoderPad browser tab, you can initiate a video call with the candidate. Every interview is recorded by the environment, allowing you to review the code almost in real time. AirBnB, Quora, Dropbox, and other well-known companies use CoderPad’s coding tests for interviews.

Codeassess

ExpertRating founded Codeassess in 2001 as the world’s first service for vetting developers through coding challenges. You can watch the candidates solve the challenges in real-time using the CodeViews feature. In addition to the skill test, you can conduct virtual online interviews with the candidates. Among the clients are Walmart, Gap, UPS, IKEA, Citrix, and others.

Read more: How to Building Distributed Agile Development Teams in 2022

Vetting tech candidates without automated tools? (Not quite suitable for remote candidates!)

Some vetting alternatives allow you to vetting tech candidates without specialized testing software. Here are a couple of examples:

Office-Based Exams

Suppose you’re looking for tech talent for a co-located team. In that case, your hiring managers may receive a phone call inviting them to your office to complete an on-site test. An office test can show how candidates work in their environment and manage their time. Such tests, however, are only appropriate for mid-level candidates.

Invite another developer to interview the candidate

If you are unsure about any aspect of the programming process, invite a skilled programmer from your team to the technical interview so that they can test the new hires and provide feedback.

Hackathons

A hackathon gathers software developers who collaborate to create a new product. If you intend to hire a development team, you can hold such an event at your company’s headquarters. It will demonstrate how this future team will collaborate and whether they are a good fit for one another. A hackathon can be especially useful for vetting niche skills such as security or database specialists. If you vet remote developers, you can also run a hackathon online.

Pair Programming

Pair programming is an excellent way to assess a potential candidate’s collaborative skills, especially if your company already uses it among its developers. The candidate must code on the same computer as the interviewer during the interview.

Blind Hiring

The concept of blind hiring is inspired by TV shows such as “The Voice.” The candidates are vetted anonymously, with no knowledge of their identities revealed. This could aid in:

•     eliminate age, racial, educational, gender, or physical ability discrimination;
•       increase diversity within the team;
•       Remove the recruitment bias.

However, blind hiring is more appropriate for demonstrating that the candidate meets the basic job requirements rather than an in-depth technical assessment.

Blind hiring can be done manually or with the assistance of specialized services. In the case of manual blind hiring, the recruitment manager must remove information from the candidate’s CV, such as gender, ethnic background, college degree, interests, and so on, before sending it to interviewers. Some solutions can aid in the automation of this process:

• Searchlight.ai. Searchlight is a 2019 YC startup that was founded. Its AI-powered service streamlines the process of collecting candidate reference data. As a result, preparing a comprehensive report on potential employees based on their references is now possible without making reference calls or sending emails. The software uses past performance data to ensure that each hire fits the team/skills well. Furthermore, because the candidate’s background is unknown from the start, Searchlight allows for more diverse teams to be formed.
• Blendoor. This mobile job matching app hides candidates’ names and photos to eliminate recruitment bias in tech companies.
• GapJumpers. Instead of a traditional CV, this service provides assessments and challenges that companies can use to evaluate candidates.
• Project Include. Founded by Slack and Pinterest tech leaders, is included in the project and provides tools to improve diversity and create more inclusive work environments in Silicon Valley.

Read more: How to Managing a Remote Development Team with Scrum

Top Developer Skills Are Expected

Flexible problem-solving: 

In today’s market, taking an agile approach to software development is essential, as you must anticipate issues and work on various solutions before they arise. It is also critical to recognize the importance of working with other specialists to solve problems. Problem-solving ability can be advanced if the developer has significantly improved other skills such as:

Communication skills: 

One of the most important skills for a developer, especially one who works remotely, is communicating properly and efficiently with team members, managers, and users in various situations

To summarize, creative thinking is a necessary skill because it allows you to find new ways to solve problems and create a unique and impressive product, which will aid in attracting new customers and keeping your business at the top of the rankings.

Concentrate on analysis

It is no longer sufficient to create a piece of code or a digital product, release it into the world, and reap the financial benefits. The most successful app development companies continue to invest time and money into their releases, so developers should understand the importance of collecting and interpreting big data and one-on-one user feedback. In terms of taking a startup to the next level, aggregate user data can be even more powerful than specific user feedback for developers. To advance this skill, some additional sub-skills must be included, including:

• Time management is an important part of project planning, especially if the developer works remotely because how the time on the project is managed depends on when the project will be completed and whether all of the headlines are met.
• Emotional Intelligence: Companies want to see their developers’ high IQ and EQ or Emotional Intelligence. Advanced developers with this skill can work well in stressful situations, be good team members, and accept responsibility if they make mistakes.
• Self-learning: This skill comes in handy because information technology is constantly changing, and teaching yourself all the time helps keep up with the new features of the field, which earns the developer bonus points during the vetting process.

Advanced coding skills

The best developers will be well-versed in the major coding languages. JavaScript, along with related areas, is one of the most sought-after because it has proven to be a viable platform for developing scalable web and mobile applications. For startup employers who can’t afford to hit roadblocks early on, a lack of coding experience will be a red flag.

Understanding beyond one area

Developers must understand how and why their core technical work will be presented to end users across multiple platforms and devices. The greater their technical knowledge and experience, the better they can support a small team that requires consistency across the board.

Business sense and knowledge 

This requirement extends beyond purely technical concerns. It is critical to thoroughly understand how the entire business works (or should work), which links back to listening to user feedback and other security issues. Developers must understand the impact of their work and decisions on their colleagues, users, and the business as a whole. Employers must identify this to hire the best candidates to help their startup company succeed.

We also ensure that developers available for hire are fluent in English and have the mindset, or so-called cultural fit, to communicate with people from all countries and backgrounds easily.

In conclusion

Aside from the resume, there are several ways to screen tech candidates. You can use online assessment software such as Codility, HackerRank, CodeSignal, ChallengeRocket, and others. These solutions can generate tests based on the technology stack, experience, and other project requirements. It is also possible to screen developers without using automated tools or coding tests. For example, you could create internal tests and invite the best candidates to your office to complete the test tasks on-site. The tests can also take the form of pair programming, in which the job candidate and the interviewer work together on the same computer to complete a coding challenge. Hackathons and blind hiring are other methods for vetting procedures without using tools.

The cost of screening tech candidates can be quite high. On HackerRank, for example, you cannot purchase just a few tests. You must pay for the entire package, which includes many more tests than a typical business requires. Vetting developers can also be time-consuming if a company wants to build the process from the ground up without the assistance of others.